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Where and how to use pre-employment testing.
Kate Brown • Aug 28, 2019
At Omnia we often get asked, at which point in the process is best to incorporate psychometric testing
Pre-employment testing can add objectivity and additional data to your recruitment process. It is also an extremely cheap insurance policy as the cost of making the wrong decision can really hurt a business. It just makes a lot of sense to get as much information about a candidate as possible.
UPFRONT
Some employers use testing at the beginning of the hiring process, once resumes have been received and screened. They are able to use the results to screen out people that do not have the personality traits before spending additional time and money on interviewing these applicants.
Testing candidates early in the recruitment process is the best way to minimise costs
associated with interviewing inappropriate candidates.
AFTER TELEPHONE INTERVIEWS
A telephone interview can be used to validate what a candidate presents on paper and to ensure or clarify that they have the right qualifications and experience. Profiling can then be used to ensure candidates shortlisted for interview have the preferred behaviours that are needed to fit the job and the culture of the business.
Cognitive tests may also be used to ensure that you are only spending time interviewing candidates who are most likely to be able to cope with complexity and have good problem solving skills. Testing at this point is a good way to minimise costs
by making sure you are only spending time interviewing people with the right traits.
AS PART OF AN ASSESSMENT CENTRE
Many larger businesses use assessment centres, where candidates undertake a range of activities to assess their potential on the job performance. These could include presentations, role-plays, interviews, in-tray exercise, as well as pre-employment testing.
The inclusion of testing provides an objective measure so that you can see what lies beneath the surface. If you need ideas please talk to us!
AFTER THE INTERVIEWS
For many businesses, interviews are the tried and trusted way of selecting your new hire.
Interviews are subject to bias, and sometimes a manager walks away with uncertainty or questions about a candidates fit, or even more dangerously they identify with a candidate and see past any early alarm bells.
Profiling and cognitive testing is a useful way of deciding which candidates will be brought to a final stage, and can often inform the types of questions to be examined in final interviews or reference checks.
It can help cut through prospective employees who present well may not be presenting a true snapshot of how they like to work.
The Omnia system allows you to test everyone early in the recruitment process at no cost. As you require more objective data you are able to run only the reports you need, making it as cost effective as possible.
It is important to remember that testing can reduce the amount of your valuable time you need to spend with inappropriate candidates. It is simple to use, easy for candidates and allows you to keep things moving at all stages of the process.
Contact us
if you would like more information and a free consult on the best way to incorporate testing into your hiring process.
Omnia Australia Blog Updates
December is a busy time for many businesses and it is tempting to defer recruitment. Omnia can help with some of the time- consuming activities by with our unbundled services:
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- Conducting phone screening
- Candidate Testing
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