Improve your chances of getting the right candidate
Getting the right person for the right job is the goal of most recruiters. But it's not easy.
Hiring the candidate who seems to have all the "right" answers may not be best, especially if you don't ask the right questions in the first place (read Hiring People: Questions to Ask ). Choosing the candidate with the best reference isn't a guarantee either – what if the person giving the reference will say anything just to be nice? And hiring someone because you "feel good" about them is probably as reliable as buying a used car after kicking the tires.
To recruit effectively, it's best to take the guesswork out of the process. The more reliable information you can gather about a person, the better. You want as complete a picture as possible of the candidate's skills, experience, competencies, personality, and aptitudes.
Given the costs, the pain and the lost opportunity that comes from a poor hiring decision, would you like to remove as much guesswork as possible when you hire? One method that companies use to do this is pre-employment testing. These tests are designed to give you reliable and valid information about a candidate – information that a résumé, interview, and reference may not provide.
Recruitment tests are not a substitute for other traditional assessment tools, but they can add to and improve hiring practices. When you combine information from these tests with properly thought-through structured interviews, you add considerable predictive power to your selection process.
The most common reasons for introducing pre-employment testing into the candidate selection process include:
"When I started using Mind Tools, I was not in a supervisory position. Now I am. Along with that came a 12% increase in salary." – Pat Degan, Houston, USA
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