When do you start believing that you need an external tool/resource to help you hire better? When do you say, I have done all I have, but I need to do better? Finally, when do you know you need an assessment platform?
The moment you are starting to build a team that is now significant in size. The moment the quality of your employees becomes paramount. The more figurative truth comes when you see that there is an apparent decrease in the quality of applications for your openings (See how you can spice that up here). Another likely case is when you get some excellent applicants but many drops out of the process after seeing the way your recruitment team handles things or naturally when they look at your process.
Assessments aren’t only a way to test developers that you would like to hire. They are also a symbol of you being progressive and open to the skills your employees possess.
Here is a simple checklist for you to follow and figure out if you need Assessment platforms in your hiring:
- Your team is more than five members strong
- You wish to save the time spent in manually verifying an employee’s skills
- Your hiring needs are constant, and you hire more than 20 people every calendar year
- You want the best employees to be working for you
- You want to ensure the best possible experience for any person who applies for a role in your company and create a wanting to work for you
If you ticked any of those boxes, then you are ready to take a step up in your hiring game and invest in pre-employment assessments. Currently, there are a variety of assessment platforms that can help you get the job done, but you need to make sure you pick the right one based on your needs.
So how do you figure out which one should you go for?
Here is our guideline on choosing the best Assessment platform based on your needs.
There are three things that one needs to keep in mind whenever they are evaluating a platform.
Content, Speed & Security
The “All-Star” platform would be the one that has the perfect blend of all three.
Platform Content depth
Content is at the heart of any platform. At the end of the day you want to test your potential employees, and you can only do that using the questions available.
Most of the modern day platforms are robust in this manner, where they contain their bank of questions provided by their expert team. This content is sometimes what defines the platform, the depth and the variety of questions coming out to be a part of their identity. Platforms like Kaggle have made a name because of their niche areas of expertise which provides them with an edge over others.
Your primary factor should be the diversity of questions regarding roles you plan to hire for, and the frequency at which these questions get updated. Once you evaluate these factors, you can then make your first choice.
Some platforms have gone a step further and created a complete catalogue of Pre-Built Assessments based on roles that are generally available.
Speed of execution and ease of usage
Speed implies saving time in everything.
- How fast can you set up a given pre-employment assessment and send it out to your potential employees?
- How fast will the results/reports for each one of those be accessible?
- What is the amount of time it will take to conduct a drive for over 20 people?
- Once the tests are done, what is the time it will take for you to go through those reports?
All these questions are vital regarding speed and making a decision. One of the key reasons to opt for an assessment platform is time, without speed, the whole purpose is defeated. Always keep that in mind when choosing the platform.
Now, this is the most underlooked part by any given recruiter in an assessment platform. Content and Technology are both important, but when it comes down to security, many people downplay the implications. The reason this feature gets a mention is that it has a significant impact on the first two factors. If you cannot determine whether applicants are giving assessments honestly or cheating, they become pointless. You will have to spend more time evaluating them in your company via another round to verify the skills that you ought to have confirmed via the assessment.
Many platforms even overlook security when it comes to candidates taking up the assessments. Giving them a chance to do as they please. Plenty of articles teach how to cheat in Assessments with none being the wiser. That is a serious issue. So, make sure that you thoroughly check a platform for its inbuilt security features when deciding which one to pick. Primary functions would be “keystroke pattern analysis,” and “off-tab activity”. Post this, consider any advanced features that help you determine the right from wrong carefully.
The number of choices out there today is baffling. With the increasing interest in the HR Tech space, there is no dearth of Pre-Employment Assessment Platforms to choose from. But like one size doesn’t fit all, each company, and for that matter, each department is different in its needs. Choose the one that suits your requirements, but make sure that you consider the three major points mentioned here to make that investment worthwhile.
Do have a look at Interact in case you are looking for a robust and secure platform that ticks all the boxes and performs all the above security checks, in addition to tracking the pupil motion of the applicants to ensure the maximum honesty. You can also take a look at one of the blogs written by our CEO, Guruprakash on how to choose assessment platforms.
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