Hiring mistakes are costly and have the potential of ruining the team balance you’ve worked hard to achieve.
Luckily, nowadays, there are tools you can use to make sure (or at least 99% sure) that the people you decide to hire are a good fit with the organization.
The best way to avoid a bad hiring scenario is to put together a comprehensive hiring strategy that uses several tools to detect unfit candidates. Recruitment tests are a good example of tools used as part of a broader strategy.
That’s because they provide valuable insight into the areas that are important for the company and are often used to complement existing hiring activities, such as skill assessment tests. However, you need to know which recruitment tests work best for your company’s specific needs and how to use the results in the most efficient way possible.
Recruitment Tests and Project Management Software
Project management (PM) software is often associated with managers and other decision-makers of the company. And given that its main purpose is to help people stay organized (even when chaos ensues), it’s easy to understand why.
Even though it’s not as popular as you would expect (only 1 in 4 organizations use any kind of specialized software), PM software provides a clear competitive advantage. Plus, besides helping managers keep accurate track of their tasks and plans, reliable PM software is also scalable, and you can use its tracking features for other types of activities.
Recruitment tests are used in around 44% of small to medium-sized companies and 60% of large companies to assess a candidate’s potential for the available position(s). Plus, these tests aren’t limited to just a candidate’s skills; they also assess a person’s motivations, personality, strengths, weaknesses, and cognitive abilities.
Therefore, it’s easy to see why so many companies trust the results. Plus, there are different types of recruitment tests, so you can use the ones that fit with the job specifications and demands of the role.
For instance, the test for a software engineering position will include all the interview questions you can find in Exponent’s extensive guide, but there will also be other sections to cover.
As a result, there will be fewer (if none) hiring mistakes, since recruitment tests also eliminate the potential for unconscious bias.
Types of Recruitment Tests
While you can adjust existing tests or make your own, most assessments can be included in one of these categories:
Personality tests – assesses how a candidate’s personality traits might fit with the company culture and team they’ll join once hired;
Behavioral assessments – a method to assess behavioral competencies in a workplace scenario;
Situational judgement tests – it’s a way to identify any hidden assets or issues which may come evident in the future;
Cognitive ability tests – measures the verbal, logical, and numerical thinking and understanding of a candidate;
Verbal reasoning – designed to test a candidate’s ability to understand a piece of written text and formulate accurate conclusions;
Logical reasoning – to test one’s decision-making and problem-solving skills;
Numerical tests – designed to test employees who have to handle numerical data in difficult workplace scenarios;
Coding tests – a method to assess a candidate’s technical skills and proficiency for the required technologies;
Role-based tests – designed to asses a candidate’s skills for a specific position within the company;
Remote work assessments – assesses if a candidate has the right skills to sustain productivity and the required output while working remotely;
Language proficiency tests – great for positions where proper communication is a key part of the job;
Background checks – while not a test, per se, background checks are a great way to assess a candidate’s work history and discover patterns.
How to Integrate Recruitment Tests with PM Software
Depending on the type of PM software your company uses, you may have access to a specific set of features. Still, you will be able to schedule and plan recruitment tests based on the positions you have available and the candidates’ skills and abilities.
Plus, once the results are in, you can use the PM software to analyze and organize the data, creating insightful reports that will be helpful to hiring managers. Furthermore, all the data can be shared with the interested parties, which encourages collaborative work and increases the speed of the hiring process.
Also, as the data accumulate, you will be able to use the PM’s software features to identify patterns and make accurate forecasts for specific groups of candidates. This will give your company better insight into how to prepare for and how handle the entire process.
Modern tools and technologies bring unprecedented benefits for businesses and organizations willing to take the time and test them out. So, if you’re interested in smoothing out the hiring process, this unusual combination may be the answer.