Job Candidate Assessments
Get the best hire for your money
Get to know your job candidates
Are you tired of not hiring the right people? Are you tired of investing lots of money into the job selection process only to end up with another dud? Does running the company involve more time than you have to hire the right person?
All scenarios we’ve dealt with in the past. Depending on your business model, we custom tailor a selection process for you. From simply weeding out bad resumes for you to conducting your 2nd and 3rd interview, we can make this process just one phone call so you can keep marching your company forward.
The bottom line is that hiring a third party to hire your employees costs less time and money. Use our resources to achieve your result, how easy is that? VERY EASY
Job candidate assessments at a glance:
Benefits of job candidate assessments
- You keep employees longer
- You weed out risky behavior
- You get more for your money
How to conduct an assessment
- The first step to assessing the suitability of a candidate for a certain job position is identifying the organizational structure and culture that the candidate is going to be inducted into
- Those conducting the assessment should also have a defined job description outlining the skills required and the functions that will be performed by the chosen candidates
- Assessment tests are to be conducted for the candidates to see their suitability for the available job position
Types of tests
Since there are many things that are to be evaluated during the process of job candidate assessment, there are many tests that can be used by the human resources personnel, business owners or manager to select the best candidate for a job position.
Here are some of the commonly used tests:
- Skill Test
This test is to evaluate the skills possessed by the candidates in relation to the job position available. Generally, the skill sets are usually listed under the job description for the position
- Personality Test
Personality test examines the personality of the candidate to ensure it fits into the structure of the organization. Though it is quite distinct, it can also be used as a platform for assessing the behaviors of candidates
- Integrity Test
This specific test is for evaluating the honesty and trustworthiness of a candidate. It is going to show if the candidate can be trusted with vital information of the organization
- Emotional Test
Emotional test is designed to examine how a candidate will be able to cope with and control emotional situations when working
- Aptitude Test
The target of aptitude test is to assess the ability of a job candidate to learn new skills with ease when trained
- Specific Job Knowledge Test
This is to assess the knowledge of a candidate based on the job position in question. Specific job knowledge test is a bit wider than skill test as it encompasses other aspects of the job that go beyond merely possessing the necessary skills
- Cognitive Test
Based on the kind of job position available, there may be need for memory, mathematical skill, decision making ability, reasoning skill and comprehension ability to be assessed.
Overall, the kinds of tests to be used for assessment depend on the type of organization as well as the requirements for the specific job position.
