There have been years now since companies have implemented the practice of pre-employment assessments. But are these really as efficient as they are cracked up to be? Or their importance is merely exaggerated for the sole purpose of developing this industry?
While it’s true that there are many benefits that come with the territory, there are always some drawbacks worth noting – that is the case for most things in life, at the very least. And while tests such as the Berke pre-employment assessment promises great returns, you should factor in the whole picture, so to speak.
Pros of Using Pre-Employment Assessments
Tests Are an Objective Way of Predicting Job Performance
In comparison with pre-interview calls, resume screenings and unstructured interviews, pre-employment tests are an objective way of predicting whether a candidate will be suited for a job or not.
This has to do with the fact that most hiring managers analyze a candidate’s suitability for a job based on subjective criteria. However, tests are designed differently, for the purpose of being objective, and they provide consistent results, which makes them reliable.
Tests Are Standardized and Deter Discrimination
It is basically impossible to be 100 percent objective during the hiring process. This is what makes standardized tests a better option, as they deter discrimination and other similar issues of this sort. If they are crafted correctly, they can give you valuable insight into a job candidate’s capabilities.
Tests Can Help You Save time
As opposed to spending a lot of time on interviewing a lot of people, which can be time-consuming, pre-employment assessments can significantly maximize your time, so that you use it properly, as opposed to doing the same thing over and over again. At the same time, these tests will allow you to eliminate unsuitable candidates right away, as opposed to losing time interviewing them as well.
Tests Can Be Customized to the Job
Another important benefit of pre-employment tests is that they can be customized depending on what the job entails. Of course, this would mean that you would have to come up with a customized test yourself.
Cons of Using Pre-Employment Assessments
Tests May Fail to Give You the Whole Picture
Perhaps the most noteworthy drawback is the fact that tests may focus on some traits only. Thus, they might not give you a reliable whole picture of a candidate’s potential. To that end, in order to assess multiple traits, you will have to use more than one test. And this can annoy or exhaust potential candidates.
Candidates Can Fake Their Answers
This is especially true in the case of integrity and work ethics tests – which could determine candidates to fake their answers. There’s no way in which you can test whether the answers are indeed representative for the candidate. That’s basically people want to be perceived in the best possible light.
On a final note, pre-employment assessment tests come with both pros and cons. It’s entirely up to you to assess both categories and determine whether this is the right approach for your firm or not.
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