Unlock the secrets to effective hiring by exploring the various types of hiring assessment tests that can help you find the best candidates for your roles.
The (Frustrating) Limitations of Traditional Resume Screening
Screening resumes must be one of the most ineffective (and inefficient) ways to find solid candidates. There’s no standard format, the vast majority of candidates exaggerate, and your eyes glaze over after the 10th bullet point.
The traditional resume often serves more as a dizzying marketing document than an accurate reflection of a candidate's abilities and experiences. A well-styled resume can oversell a mediocre candidate for even the most discerning of reader, or conversely, you might overlook a potentially great hire whose resume fails to communicate their strengths.
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Successful hiring depends on reliability and validity: the consistency and accuracy of any method we use to evaluate candidates. Traditional resume screening fails us on both ends. On a different day, or in a review by a different person, we're likely to come to wildly different conclusions. This leads to an exhausting process with a high risk of biased decisions based on superficial factors rather than actual competence. In a situation like hiring where efficiency and precision are everything, relying largely on resume screening can put your hiring process at a significant disadvantage.
While job applications can help, they are usually most efficient at helping us narrow the applicant pool with hard criteria or knock-out questions. They are less useful at highlighting strengths and directing us towards vulnerabilities we want to be aware of for interviewing.
Why Pre-Employment Assessments Are Game Changers
Pre-employment assessments (also known as hiring assessments) test all candidates across the same parameters. They quantify expertise and potential in the skills and traits that matter most to your role. And they measure them on the same scale so you can understand who excels compared to others.
Hiring assessments, like our own, provide an objective and consistent measure of a candidate's capabilities, eliminating much of the guesswork and potential bias inherent in traditional hiring methods. For instance, instead of relying on subjective judgment or potentially misleading applications and resumes, you can use data-backed insights to make more informed decisions. This approach not only levels the playing field for all candidates but also ensures that you're evaluating them on the criteria that truly matter for the job.
With assessments, you can combine several specific tests that predict the core traits required for the position and administer them to candidates early in the hiring process (ideally before the interview). With the assessment complete you immediately have richer insight on your candidates, making the next steps of your process, like the structured interview, even more efficient and effective. Imagine being able to swiftly identify high potential performers in a sea of applicants, or pinpointing specific skill gaps that can be addressed through training and development. This holistic view enables you to build a more competent and cohesive team from the get-go.
Moreover, hiring assessments can enhance candidate experience by providing a clear, transparent process. Candidates value knowing that their skills are being fairly and consistently evaluated, which can boost your employer brand and attract high-caliber talent. In fact, two-thirds of candidates say they will refer an organization to others, regardless of the out come of their own candidacy, if they feel the candidate experience was positive.
Assessments enhance your ability to maximize the interview experience in addition to improving efficiency. Ultimately, integrating assessments into your hiring strategy can transform it from a stress-inducing, subjective process (for both sides) into a streamlined, data-driven experience that consistently delivers the best candidates for your organization.
Let's walk through the different types of tests that are available to combine into one assessment to make this happen.
Understanding Cognitive Ability Tests
Learning and decision-making influence every aspect of our contributions at work. Cognitive ability testing measures the potential to learn and apply new information, reason, communicate, and problem-solve.
From our validation studies linking cognitive ability to performance and business results, cognitive ability is linked to -
- 8 times greater innovation
- 14 times greater time management, attention to detail, and prioritization of quality
- 15 times greater TopBox ratings by leadership
- 20+ percent higher sales
While these tests aren’t as focused as technical tests (which involve knowledge of a specific subject), they can tell us if a candidate has the mental horsepower, or bandwidth, needed for a role.
We often have clients ask us for testing for a technical skill, but after exploring their challenges and goals further, cognitive ability is tested instead. Because this test measures how we learn, assessing and understanding it allows us to build teams that can quickly close gaps in any specific technical skills (e.g., Microsoft Excel) as well as any core task.
While they are highly predictive of performance, our goal is not to select candidates with the highest scores but to verify that the candidate clears the hurdle needed to perform the job. Cognitive ability is considered and balanced against all the traits and qualities we're measuring.
Because the ability to reason is more loaded and sensitive to applicants the candidate experience is even more important with these tests. To address this, Corvirtus tests use problems and scenarios that are job-related (e.g., reading a work email, taking care of a customer), or relevant to everyday life (e.g., packing a suitcase). This approach also minimizes bias and the risk of adverse impact.
Corvirtus offers several unique versions of cognitive ability testing tailored to the needs of specific job groups. Ultimately, the end goal of a cognitive ability test is to assess the candidate’s potential to learn, evaluate, and apply information in ways that are seen as fair, job-related, and delivering an opportunity to perform.
Cognitive ability tests can assess:
- Attention to detail
- Problem solving
- Critical thinking skills
- Numerical reasoning
- Reading comprehension and communication
- Spatial reasoning
- Ability to learn
In a labor market where skills-based hiring delivers an immense competitive advantage, measuring cognitive ability can help you confidently broaden your applicant pool. Instead of using education and experience, cognitive ability tests can allow you to confidently understand a candidate's potential, potentially creating a more inclusive and diverse workforce -- and reducing time-to-fill along the way.
The Power of Situational Tests in Hiring
Situational judgment tests place candidates in scenarios critical to the job and, in so doing, measure qualities needed for performance. Each scenario is followed by questions asking the candidate how they would respond, or to rate the effectiveness of multiple potential courses of action. As the name implies, these tests are designed to evaluate a candidate's situational judgment and decision-making within specific contexts. Unlike resumes or application reviews, which attempt to interpret how wide ranging candidate work experiences relate to the job, assessments place each individual in the same scenario.
For instance, a situational judgment test might present a scenario where a customer is upset, and a fellow team member is struggling. Candidates share how likely, or how effective, they view each of several courses of action. Situations and the items measure job related constructs of interest. This could range from empathy and teamwork to analytical. Of course, length is an ever-present concern with assessments, but situational tests maximize time by asking multiple questions, and gathering multiple data points, for each scenario.
Just as with cognitive ability tests, situational assessments allow us to broaden our applicant pool and confidently evaluate candidates across different levels of experience and education. Another added bonus is that these tests deliver an experience for candidates viewed as positive, job-related, and delivering a fair opportunity to perform.
Situational judgment tests play an important role in pre-employment assessments because they help you understand how a candidate's personality, values, skills, and other traits come together in work-related contexts to achieve the desired outcomes. Unlike interview questions that might be more general, these tests provide a precise view of a candidate’s potential performance in specific, complex situations. They can reveal how a candidate prioritizes tasks, manages resources, and interacts with their team, offering deeper insights into their suitability for the role.
Moreover, these assessments can identify potential red flags that may not be evident through other testing methods. For example, a candidate who consistently overlooks solutions that would solve customer problems, or acts in ways counter to your culture and core values may not be a good fit for your organization, regardless of their technical skills or cognitive ability.
Conversely, a candidate who demonstrates a balanced, thoughtful approach to problem-solving can be a valuable asset, particularly in roles that require strong leadership and ethical decision-making. Assessment reports from situational tests give you rich information and interview questions to pull from allowing you to maximize that key next step of the hiring process.
Incorporating situational judgment tests into your hiring process also play a role in candidate education. These tests provide candidates with a clearer understanding of the kinds of challenges they might face in the role, helping them to self-assess their fit for the position. This transparency can lead to higher job satisfaction and retention rates, as candidates are better prepared for the realities of the job from the outset.
Ultimately, situational judgment tests are a powerful tool for uncovering a candidate's practical, on-the-job performance potential. By integrating these tests into your pre-employment assessments, you ensure that you're not just hiring someone who looks good on paper but someone who can perform, live your culture, and become a long-term contributor.
The Importance of Personality and Culture Fit Tests
Personality tests cover core psychological traits that predict someone's ability to thrive in the role. Core personality traits, like conscientiousness, influence our attention to detail and how much we embrace organization and accuracy, that transcend performance. Other performance predicting traits include openness to experience, which influences creativity and willingness to adapt to new challenges, and extraversion, the extent to which we find energy from connecting with others. Constellations of traits, like positivity, openness to experience, and compassion, drive core competencies like teamwork, customer service, or flexibility.
Personality and culture fit tests ensure that the candidates not only have the right skills but also connect with your company's values and culture, which is crucial for long-term success, purpose, and employee engagement. These tests go beyond technical capabilities to assess how well a candidate's way of being matches the dynamics of your team and the heart of your organization. For example, a candidate with high agreeableness and strong interpersonal skills might be an excellent fit for a collaborative team environment, while someone with a high level of conscientiousness, competitiveness, and independence might thrive in a role that requires meticulous attention to detail and self-direction.
Moreover, understanding a candidate's cultural fit can significantly reduce turnover rates, as employees who resonate with the company's mission and values are more likely to stay and be engaged. Of course, to select candidates that will support your culture, you must first understand where your culture is and where it should be. A process like our CultureMap, that can highlight your key values and where gaps lie, is critical to develop before attempting to hire for culture.
By incorporating personality and culture fit tests into your hiring process, you not only enhance the odds of selecting candidates who will excel in their roles but also foster a more connected and engaged team.
We also know when candidates feel that their personal values and work style are taken into account, they are more likely to have a positive impression of the hiring process and the company as a whole. This can boost your employer brand, making your organization more attractive to top-tier talent.
Ultimately, personality and culture fit tests provide a holistic view of a candidate, ensuring that you're hiring not just for skill but for alignment with your company's long-term vision and everyday work environment. By integrating these tests into your pre-employment assessments, you create a more robust and comprehensive hiring strategy that supports sustained employee satisfaction and performance.
Exploring Technical Skill Assessments for Employee Screening
Going deeper into technical knowledge, programming skills have now become a staple of modern business and innovation. With the rapid advancement and integration of technology across various industries, it makes sense to have specialized tests for each technical domain. These tests can range from evaluating proficiency in specific programming languages like Python, Java, or C++, to assessing expertise in areas such as cybersecurity, data analysis, cloud computing, and software development methodologies. The breadth of technology necessitates a comprehensive approach to testing, ensuring that every critical skill set is covered.
Technical skill assessments are meticulously designed to evaluate a candidate's proficiency in specific technical areas relevant to the job. These assessments ensure that candidates possess the necessary skills to perform effectively from day one, minimizing the learning curve and enabling them to contribute immediately. For instance, a software developer might be tested on their ability to write efficient code, debug complex problems, and understand software architecture principles. Similarly, a network engineer could be assessed on their knowledge of network protocols, troubleshooting techniques, and security measures. Competence on the skills required for day one can be balanced with cognitive, personality, and other traits to build an assessment that's both predictive and delivers a positive candidate experience.
What about role-specific hiring assessments?
It might seem overwhelming to start from scratch in building an assessment. Role specific assessments are ready-to-launch and bundle together tests that assess the skills, abilities, values, and other qualities that are core to a position or cluster of positions. For example, Corvirtus frequently deploys role-specific assessments for -
- Leadership - ranging from frontline shift supervisors, to assessments tailored to restaurant managers, charge nurses, and even c-level leaders
- Frontline customer service
- Restaurant front-of-house
- Restaurant back-of-house
- Manufacturing Operators
- Business Operations
- Industry specific job groups
- And many more
These assessments rigorously assess the specific traits that are predictive of the competencies required for the role, ensuring that candidates possess the practical knowledge and technical proficiency needed to excel in their positions from day one.
For instance, a software developer might be asked to solve complex problems, while a marketing professional could be evaluated on core personality traits predictive of teamwork, communication, and creativity.
One of the key advantages of role-specific tests is the immediate understanding of potential within core competencies. This becomes evident through their ability to navigate real-world scenarios and demonstrate their ability to perform and live your culture. This distinction is crucial, as it helps identify those who can hit the ground running versus those who may need extensive support.
And the best time to assess potential is during a pre-employment assessment at the start of the recruiting and hiring process. This approach allows you to make informed decisions based on concrete evidence of a candidate’s ability to perform. Additionally, it provides candidates with a platform to demonstrate their proficiency and leads to more meaningful conversations
Furthermore, role-specific tests can be customized to align with the unique demands of your organization and the specific role in question. We can even customize them for your brand and operations. This customization ensures that the assessments are highly relevant, engaging, and effectively predict job performance. This makes for high completion rates (as high as 95 percent), and greater validity as candidates are invested in completing the assessment.
Ultimately, role-specific tests are a powerful tool in the arsenal of pre-employment assessments. They provide a clear, objective measure of a candidate’s ability to perform the tasks required by the job, thus enabling a more precise and reliable hiring process. Through these assessments, you can build a workforce that is both highly skilled and perfectly suited to meet the specific needs of your organization.
If a hiring assessment falls in the forest but no one can hear it, does it make a sound?
If an assessment isn't embraced by both candidates and those making the hiring decision, it won't reach its intended results. In fact, it could hurt both the candidate experience as well as the cohesiveness and accuracy of your hiring process overall.
Imagine investing time and resources into developing or acquiring validated assessments only to find that candidates are disengaged or confused by the process, and hiring managers are skeptical or indifferent to the results.
This disconnect leads to a cascade of frustrating outcomes: candidates may feel frustrated or undervalued, leading to a poor impression of your company and potentially deterring top talent from pursuing opportunities with you. Hiring managers, on the other hand, may disregard the assessment results, relying instead on their subjective judgment, which can reintroduce biases and inconsistencies into the hiring process.
Because of this, it's imperative to ensure that both the hiring team and candidates see the value in the assessments and are willing to engage with them fully to achieve the best outcomes. This involves clear communication and education about the purpose and benefits of the assessments. For candidates, provide detailed instructions and examples of how the assessments align with the job role, highlighting how these evaluations can showcase their strengths and fit for the position. For hiring managers, offer training sessions on interpreting assessment results and integrating these insights into their decision-making process.
Moreover, strive to create a seamless and user-friendly assessment experience. Use intuitive platforms that are mobile responsive, and ensure that the assessments are relevant and reflect real-world scenarios that candidates are likely to encounter in their roles.
Gathering feedback from both candidates and hiring teams can also be invaluable; it allows you to continuously refine and improve the assessment process, making it more effective and engaging over time.
By earning commitment and understanding of the importance of these assessments, you not only enhance the accuracy and fairness of your hiring process but also build a more positive and cohesive candidate experience. This, in turn, strengthens your employer brand and positions your organization as a forward-thinking and attractive place to work, capable of attracting and retaining top talent.
See Hiring Assessments in Action.
