Employment assessment is a pre-employment process that helps recruiters evaluate job candidates to determine their suitability for a particular position. It is a critical aspect of the hiring process, as it helps employers identify and select the most qualified candidates for the job.
There are various methods and tools that can be used in employment assessment including interviews, aptitude tests, personality tests, work samples and as a modern addition AI powered video screenings. In this blog, we will be looking at the many methods and tools that are used to conduct employee assessments
Among the many pre-employment assessments, job interviews remain the most preferred and common one. During an interview, a hiring manager or HR representative will ask the candidate a series of questions about their skills, experience, and education. The purpose of the interview is to determine whether the candidate has the necessary qualifications and skills to perform the job successfully. Interviews can be conducted in person, over the phone, or via video conferencing.
Aptitude tests are used in the employment assessment process to measure a candidate’s potential to learn and perform certain tasks. They are designed to assess a person’s inherent abilities and skills, rather than their knowledge or experience. Aptitude tests can help identify candidates who have the potential to excel in a particular role, even if they don’t have prior experience in that field.
There are many different types of aptitude tests, each of which measures a specific skill or ability. Some common types of aptitude tests include:
Verbal reasoning tests: These tests measure a person’s ability to understand and analyze written information. They may include questions about vocabulary, comprehension, and logical reasoning.
Numerical reasoning tests: These tests assess a person’s ability to work with numbers and solve mathematical problems. They may include questions about basic math skills, data interpretation, and problem-solving.
Spatial reasoning tests: These tests measure a person’s ability to visualize and manipulate objects in three-dimensional space. They may include questions about spatial awareness, visual-spatial relations, and spatial visualization.
Mechanical aptitude tests: These tests assess a person’s understanding of mechanical principles and their ability to solve problems related to mechanics. They may include questions about gears, levers, pulleys, and other mechanical concepts.
Abstract reasoning tests: These tests measure a person’s ability to think logically and solve problems that are not tied to any specific subject area. They may include questions about patterns, relationships, and logical sequences.
Aptitude tests can be administered in a variety of formats, including online, paper-and-pencil, or a group setting. They may be timed or untimed, depending on the specific test and the needs of the employer.
While aptitude tests can be a useful tool in the employment assessment process, it’s important to keep in mind that they are not a perfect predictor of job performance. Different aptitude tests may yield different results, and it’s important to consider all of the information gathered during the assessment process when making hiring decisions. It’s also important to ensure that aptitude tests are fair and unbiased and that candidates are treated equally and with respect throughout the process.
Aptitude tests are a valuable tool for employers in the hiring process, as they can help identify candidates with the potential to excel in a particular role. By using a variety of aptitude tests and considering all of the information gathered during the assessment process, employers can make informed decisions and find the best fit for their organization.
This is a tool used in employee assessments to measure a person’s characteristics, values, and interests. These tests are designed to provide insight into how a person thinks, feels, and behaves, and can greatly help employers determine whether a candidate’s personality will be a good fit for the company culture and the specific job they are applying for.
There are many different types of personality tests, each of which measures a different aspect of personality. Some common personality tests are,
The Myers-Briggs Type Indicator (MBTI): The MBTI is a widely-used personality test that measures four dimensions of personality: extraversion vs. introversion, sensing vs. intuition, thinking vs. feeling, and judging vs. perceiving. Based on these dimensions, the MBTI assigns individuals to one of 16 personality types.
The Big Five Personality Test: The Big Five Personality Test is a widely-used assessment that measures five dimensions of personality: openness, conscientiousness, extraversion, agreeableness, and neuroticism. Each dimension is measured on a scale, with scores ranging from low to high.
The Enneagram: The Enneagram is a personality system that divides individuals into nine distinct personality types, each of which is characterized by a specific set of behaviors, thoughts, and emotions.
Personality tests are typically administered online and may be timed or untimed depending on the specific test and the needs of the employer. Some personality tests require individuals to answer a series of questions, while others may involve rating statements or completing projective exercises.
Personality tests can provide insight into a candidate’s personality and help determine whether they will be a good fit for the company and the specific job they are applying for.
Work samples are a tool used in employment assessment to evaluate a candidate’s potential to perform the tasks required by a specific job. They involve having candidates complete a task or series of tasks that are similar to those they would be expected to perform on the job. This allows employers to see how well candidates can handle the type of work they will be doing if they are hired.
There are many different types of work samples that can be used in employment assessment, depending on the specific job and industry. Some examples include:
Writing samples: For jobs that involve writing, such as journalism or marketing, employers may ask candidates to complete a writing sample as part of the assessment process. This could involve writing an article, creating a marketing plan, or composing a business letter.
Design samples: For design-related jobs, such as graphic design or architecture, employers may ask candidates to complete a sample design project as part of the assessment process. This could involve creating a logo, designing a website, or drafting a building plan.
Programming samples: For jobs in the tech industry, such as software development or data analysis, employers may ask candidates to complete a programming sample as part of the assessment process. This could involve writing code, solving a programming problem, or analyzing data.
Sales samples: For sales-related jobs, employers may ask candidates to complete a sales sample as part of the assessment process. This could involve making a sales pitch, creating a sales plan, or developing a sales strategy.
Work samples can be administered in a variety of formats, including online, paper-and-pencil, or in a group setting. They may be timed or untimed, depending on the specific sample and the needs of the employer. And reviewing them gives the recruiter a clear picture of the candidate’s skill set and personality.
AI-based video employment assessment
A modern addition to the list of pre-employment assessment tools, Artificial intelligence (AI) based video employment assessment such as interviewer.AI is a tool that uses AI technology to evaluate job candidates through video interviews. This approach allows employers to assess candidates remotely, without the need for in-person interviews.
In an AI-based video employment assessment, candidates are typically asked to record a video of themselves answering a series of predetermined questions. The video is then analyzed by AI software, which uses machine learning algorithms to assess the candidate’s tone, facial expressions, and other nonverbal cues. The software will also analyze the content of the candidate’s responses to determine their suitability for the job.
AI-based video employment assessment can be a convenient and efficient way for employers to assess candidates, particularly in the current world where remote work is becoming a norm. It allows employers to review candidate videos at their own pace and make informed decisions about who to hire without the need for in-person interviews.
There are several benefits to using AI-based video employment assessment. First, it can help employers save time and resources by reducing the need for in-person interviews. It can also help to eliminate biases that may be present in the traditional hiring process, as the AI software is designed to evaluate candidates objectively based on their responses and nonverbal cues.
AI-based video employment assessment is a useful tool for employers in the hiring process, as it allows them to assess candidates remotely and make informed decisions about who to hire. By using AI technology and considering all of the information gathered during the assessment process, employers can maximize their chances of finding the best candidate for their organization.
Preparing for an employment assessment as a hiring recruiter/hiring manager
As a person responsible for hiring the right candidate, it is important that you must be well-prepared to avoid any kind of failure. Here are some tips for preparing for an employment assessment as a hiring person.
Make a list of potential interview questions: Prepare a list of pre-employment assessment test questions and answers that will help you assess the applicant’s fit for the role and the company. Also, make sure that you avoid asking illegal or discriminatory questions. Test out your questions to a colleague and see if they fit the interview context.
Determine the assessment format/type: Will the assessment be a one-on-one interview, a panel interview, or something that we had mentioned earlier? Consider the type of assessment and plan accordingly. You will also need to keep the candidate informed in advance about the assessment type so that they can prepare for it.
Practice conducting the assessment: Practice conducting the assessment with a colleague or mentor to get a feel for the process and to identify any areas that need improvement. Also, make sure that you refer to a variety of employee assessment examples and employee assessment templates so that you can choose the right type of assessment that would meet your requirements.
Set clear expectations and criteria: Clearly communicate the expectations and criteria for the role to the applicant. This will help them understand what you are looking for and allow them to better prepare for the assessment.
Be objective and fair: Make sure to approach the assessment with an open mind and be fair to all applicants. Avoid letting personal biases or preferences influence your assessment. As a hiring manager, you will need to ensure that every candidate has a fair chance of getting recruited given that they perform well in the assessments.
Employment assessment can be a valuable tool for employers in the hiring process. By using a variety of methods and tools, employers can get a more complete picture of a candidate’s skills, experience, and personality. This helps them make informed decisions about who to hire and can ultimately lead to a stronger and more successful workforce.
However, it’s important to keep in mind that employment assessment is not an exact science. Different methods and tools may yield different results, and it’s important to consider all of the information gathered during the assessment process when making hiring decisions. It’s also important to ensure that employment assessment practices are fair and unbiased and that candidates are treated equally and with respect throughout the process.
In addition to helping employers make informed hiring decisions, employment assessment can also be beneficial for job candidates. It can provide candidates with an opportunity to showcase their skills and experience, and can help them better understand what types of roles and companies they might be best suited for.
Overall, employment assessment is a critical aspect of the hiring process that can help employers identify the most qualified candidates for the job and build a strong and successful workforce. By using a variety of methods and tools, and ensuring that assessment practices are fair and unbiased, employers can make informed decisions and find the best fit for their organization.
Interviewer.AI is a technology platform purposely built to support Recruiters and HR teams in finding top talent for their companies. Interviewer.AI is a state-of-the-art video recruiting software that uses AI (Artificial Intelligence) to screen in advance and shortlist the candidates that meet the criteria set. HR teams use the software to make the recruitment process more efficient and shorten the hiring cycle. Learn more about how Interviewer.AI can help your business.
Increase your hiring team’s efficiency using a combination of resume scoring, skill assessment, and asynchronous video interviews.
Gabrielle Martinsson is a Content Writer at Interviewer.AI. She’s a tech geek and loves optimizing business processes with the aid of tech tools. She also loves travelling and listening to music in her leisure.
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