What should be kept in mind while deciding Screening Tests for Hiring?

For a long time, the main criteria for evaluating and selecting candidates are to understand their intellectual capabilities. How much skill is possessed by a prospect depends on the metrics and yardsticks they display on their tests.
Assessment and interviews have become commonplace and been internalised as part of the recruitment process. So various interview rounds are conducted, and check points are maintained because the candidates need to be updated on practical skills.
In such a scenario, companies need to develop assessment tools such as personality and aptitude assessment tests. They can also take services of third party organization, which provide assessments facility in their domain. The sole objective of such tools is to hire quality personnel at a reduced cost.

Pre-employment screening tests are essential to a company’s staffing solutions since every company needs quality human resource. Staffing and personnel have long been one of the core areas of functionality in any company. Despite the spurt of automation in the industries,social skill and emotional intelligence are still very much in demand. The real test, however, is to determine the requisite skill and talent criteria for assessment.

While screening tests always work in your favour, it is imperative to note the following pointers for effective tests.

  1. Screening Criteria
    Screening criteria may range from aptitude and psychometric tests to random numerical proficiency tests. The purpose of the screening process is to thin the herd of applications through objective and basic criteria. Pre-fixed screening criteria provide you with a metric and yardstick scale to measure candidates and their abilities.
  2. Objective Approach
    The objective approach is all about the clarity of purpose and the nuances of having a screening test and what you expect from it. It helps you decide who you select because sometimes, even though a candidate is fit, he is not fit enough for you. There should be some tangible grounds on which assessment must be done to identify suitable candidates in such a scenario.
  3. Identification of Soft Skills
    All talent and skills are not assessed based on pen-to-paper written evaluation metrics. Some qualities are desirable in a candidate and which is known only after an interaction. Thus, the skills that impact a business are intangible and are known as soft skills. Screening tests, which are personalized interviews, are the perfect basis to assess any candidate’s personality traits and soft skills. In covid 19, video interviews are gaining momentum, to assess soft skills.
  4. Setting Future Goals
    One of the core areas of any business operations of a company is always manually operated and managed. Despite much advancement, science has been unable to replicate the human factor in the mechanization of labor. Thus, it is important to select smart, talented, hardworking, and loyal candidates for the company. Any screening test that is not compatible with the future goals of the company is doomed to fail.
    Conclusion
    Ultimately every organization aspires to select good candidates from a wide number of applicants. Formulation of assessment criteria gives you a steady direction in which you can pursue your selection process. It is further important that such tests be designed on cogent metrics and not be arbitrary or whimsical in any manner.