It’s harder than ever to find the right candidate for the job. You have hundreds of applicants, each with their lists of references, and you needed a new team member yesterday.
Selecting the right candidate for the job can take quite a bit of time, which many organizations don’t have. Implementing job assessments can help streamline the recruitment process and help you zero in on the best-fit candidates for your company’s needs.
Below, we explain what job assessment testing is and how to use it effectively in your candidate search.
What Is a Job Assessment?
Job assessments, sometimes referred to as pre-employment tests, are any tests or evaluations candidates have to complete as part of the hiring process. Some examples of job assessments include skill-based tests (i.e., a coding challenge for web development candidates) or personality assessments.
The Benefits of Job Assessments
Job assessments can be helpful if you’re hiring remote candidates, since an online test can be taken from anywhere in the world.
Skills tests could also help save time in the hiring process by eliminating candidates before starting multiple rounds of interviews. For example, you can give language tests for roles where you require bilingual skills. Combined with other factors to evaluate a candidates’ qualifications, job assessments can be a helpful tool in your candidate search.
The Downsides of Job Assessments
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Unfortunately, pre-employment testing can also have its drawbacks. Studies show that job assessments can negatively impact the diversity of a workplace. These assessments tend to disproportionately screen out women, Native American, Black, and Hispanic applicants, as well as applicants with disabilities.
Furthermore, job assessments could get you into legal trouble. This is especially true if your test disproportionately eliminates candidates from a protected class or if the assessment tests for things unrelated to essential job duties.
So, before implementing job assessments as part of the hiring process, consult your legal department to determine whether such assessments are truly necessary (i.e., does a social media manager really need to be able to lift 70 pounds?).
How to Effectively Use Job Assessments
Below are a few tips to effectively use job assessments as one of the many tools to assess a candidate’s qualifications. To learn more about the benefits of job assessments and specific considerations for your company, consult your human resources and legal departments.
Determine Whether Testing Is Appropriate
First and foremost, make sure that the test is appropriate for the job. Otherwise, your company could face a discrimination lawsuit. Obviously, a firefighter must display a certain level of physical fitness to respond to an emergency. But does a paralegal really need to be able to pass a fitness test or be able to stand for long periods of time?
If your assessments aren’t appropriate for essential job duties, you could be in violation of certain federal laws, like the Americans with Disabilities Act or Title VII of the Civil Rights Act of 1964. The repercussions in terms of legal fees and damage to your reputation could be severe.
Always make sure what you’re testing for is an essential part of the job. In addition, if you hire international applicants, you’ll need to verify if your testing is in compliance with international laws.
Provide Accommodations
To ensure ADA compliance, provide the necessary accommodations for applicants with disabilities. Some examples include allocating extra time to complete tasks or providing a sign language interpreter.
Also, keep in mind your employees’ mental health. Some conditions can’t be seen, and providing necessary accommodations is important.
Determine the Type of Test to Use
The type of pre-employment test to implement depends on the job and your company. For example, some companies require background checks for all new hires (check with your individual state’s laws to ensure legal compliance).
Other tests include skill tests. For example, if you’re looking to hire a backend developer, a test of a candidate’s coding skills may be appropriate. Or, you may use a written and oral knowledge test to evaluate language proficiency if the role must be fluent in another language.
Use Testing As Just One Part of the Hiring Process
Testing is just one of many tools to have in your toolbox, but it shouldn’t replace looking at the candidate holistically. Conduct interviews, review resumes, and evaluate portfolios (where applicable) to determine the best fit for your company.
Use Job Assessments to Hire Top Talent
Pre-employment testing, when used appropriately, can be a great addition to your hiring process. As long as you’re complying with state, federal, and international laws, job assessments can save you time and help you focus on the right candidate.
If you need help recruiting top talent, connect with FlexJobs to learn more about how we can help meet your recruitment needs!
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