Using hiring tests effectively

In our previous articles, we explored the benefits of creating custom hiring assessments for recruitment purposes. While these assessments can be highly effective in evaluating a candidate's job-specific knowledge and skills, they should not be the sole basis for making hiring decisions. In this article, we'll delve deeper into the importance of using custom hiring assessments in conjunction with standardized assessments to create a more comprehensive and reliable hiring process.

The role of hiring assessments

Hiring assessments are designed to evaluate the knowledge, skills, and abilities of a candidate. These assessments help employers determine if a candidate is a good fit for the position and identify any gaps in their skills or knowledge that may need to be addressed. According to a survey conducted by the Aberdeen Group in 2017, companies that use pre-employment assessments in their hiring process have a 36% greater new-hire retention rate compared to companies that do not use such assessments.

The benefits of combining standardized and custom hiring assessments

Using standardized hiring assessments can ensure that all candidates are evaluated using the same criteria, which helps reduce biases in the hiring process. Additionally, custom hiring assessments can be tailored to specific job requirements and can evaluate a candidate's fit for the company's culture and values.

By using a combination of these assessments, employers can get a more complete picture of a candidate's potential fit for the job and the organization. This approach can help identify candidates who have the right skills, experience, and personality traits to succeed in the role and are likely to stay with the company long-term. Ultimately, using pre-employment assessments can lead to more successful hires and better employee retention rates, as candidates who are a good fit for the job and the company are more likely to be satisfied and engaged in their work, leading to longer tenures with the organization.

Reduction of bias and discrimination

  • In addition to leading to a more comprehensive evaluation of candidates, combining standardized and custom hiring assessments can also help to reduce the potential for bias and discrimination in the selection process. A study published in the Journal of Applied Psychology in 2016 found that using multiple selection methods, including standardized assessments and job simulations, can help to reduce the adverse impact of any single selection method that may be biased or discriminatory. The study found that using a combination of selection methods led to a more diverse workforce.

    Improved predictive validity

    • Finally, using a combination of standardized and custom hiring assessments has been found to improve the predictive validity of the selection process. A meta-analysis of 115 studies conducted by Schmidt and Hunter in 1998 found that the use of pre-employment assessments, including standardized assessments and job simulations, can significantly improve the predictive validity of the selection process. The meta-analysis found that the addition of assessments to the selection process can increase the predictive validity of the process by 20-30%.

      In conclusion, combining standardized and custom hiring assessments in the recruitment process can lead to a more comprehensive evaluation of candidates, reduce the potential for bias and discrimination, and improve the predictive validity of the selection process. These findings are supported by a number of surveys and studies conducted by reputable organizations and researchers in the field of personnel psychology.

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      References

      Aberdeen Group. (2017). Pre-Employment Assessments: An Asset for HR in the Age of the Candidate.

      Oswald, F. L., Schmitt, N., Kim, B. H., Ramsay, L. J., & Gillespie, M. A. (2016). Reductions in organizational diversity from preemployment testing. Journal of Applied Psychology, 101(8), 1105–1121.

      Schmidt, F. L., & Hunter, J. E. (1998). The validity and utility of selection methods in personnel psychology: Practical and theoretical implications of 85 years of research findings. Psychological Bulletin, 124(2), 262–274.

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