Pre employment testing has become a prominent way to objectively, dependably, and accurately evaluate a candidate for any job. Employers can choose the best candidates by consulting a library of continuously developed (and improved) technical and non-technical skill sets. These tests are a crucial component of the hiring process because they can evaluate a candidate’s performance across a broad range of skills.
Key Challenges of Resume Screening
- Application Volume
The time-consuming and monotonous manual resume screening process is one of a recruiter’s most tedious tasks. According to research, the most popular corporate job postings get 250 applications on average, which explains why recruiters only give each résumé they receive just six seconds of attention. It’s improbable that recruiting businesses could find the top talent in their pipeline with a hurried and irregular approach. In other instances, overworked recruiters may reject some applications out of hand.
- Resume Inaccuracies
According to research by reference-checking businesses, 78% of job applicants fabricate information throughout the hiring process. Candidates are becoming savvy in stuffing their resumes with keywords and phrases to ensure they breeze through the early stages of the recruitment process, in addition to lying to prospective employers about their experience, skills, certifications, and academic degrees to improve their chances.
- Quality of Hire
A hiring statistic called quality of hire is intended to evaluate the value a new worker brings to a business. Although human resources resume scanning software aids recruiters in narrowing down prospects based on pre-specified credentials, such as their qualifications or years of experience, it won’t always predict a candidate’s future success in a position. Additionally, many recruiting businesses need to establish a connection between employees hired after resume screening and those who are successful or unsuccessful in their jobs. Companies need help to adjust and enhance their screening procedures as a result.
A hiring organization may need to pay more attention to the ideal candidate due to a delayed and cumbersome resume screening procedure. For instance, the top job candidates will no longer be available after ten days. Additionally, 60% of applicants acknowledged giving up on the application process due to its length.
What Is Resume Screening Software?
Many of the difficulties involved in manual resume screening can be overcome using online tools for screening resumes. Recruitment screening software enables firms to rapidly, reliably, and at scale scan and filter individuals based on their work experience, talents, education, and other needs. These resume-scoring tools are often included in recruitment screening software and are especially useful for businesses that engage in heavy hiring.
Advantages & Disadvantages of Employee Screening Test
Tests are more objective than other assessment forms: Pre-interview phone conversations, unstructured interviews, and resume screenings are all ineffective indicators of job performance. This is because hiring managers and recruiters frequently evaluate applicants using subjective standards rather than ones that are relevant to the position. Exams operate differently, and they can assist you in reaching more accurate judgments if designed well.
Tests are the same for everyone: Unfair assessment techniques include screening calls and unstructured interviews. There is no agreement on how to grade interviewees’ responses because interviewers pose various questions to candidates. In contrast, tests are uniformly administered to every applicant and are standardized. They provide everyone with an equal chance to succeed if they are designed using only job-related criteria.
Saves interview time: It would take a lot of time and energy to evaluate 20 attributes during an interview, which would be difficult for both candidates and interviewers. Pre-employment testing can be used to assess some of these qualities instead. Using tests to evaluate job expertise is advisable rather than wasting time on interviews with unqualified individuals. Tests measuring typing speed, written communication, or problem-solving are other ways to gauge particular abilities.
Tests rarely give the whole picture: Each test typically gauges a few characteristics. This implies that they need to consider crucial information. Work knowledge assessments, for instance, are practical at evaluating knowledge related to a given job. However, they must consider a person’s openness to learning and development. Even if candidates have never used CRM systems, they can pick them up quickly. Others might be well-versed in such systems but are averse to experimenting with novel ideas. The most significant candidate for your firm may only sometimes be revealed by test results alone. There is a chance that this will irritate or wear out applicants. If they’re worn out from taking so many tests, they might give up on providing sincere or thoughtful responses.
Tests extend the hiring process: Giving all candidates who have been shortlisted one 20-minute test can cause the hiring process to take several days longer. Be prepared for a drawn-out procedure if you add a variety of assessments and an assignment (which is usually a good idea). Tests can raise the hiring quality. Therefore, it’s still worthwhile.
Pre-employment tests that are well-designed can make the hiring process more objective. However, it is still reasonable to harbour doubts about them. Since people design and administer tests, they are unlikely to be genuinely free of prejudice or misunderstanding. False positives and false negatives will always occur. Pre-employment testing is most effective when used in conjunction with other evaluation techniques. Additionally, it’s better to use tests whose validity and researchers have verified reliability. They lengthen the hiring process and may produce better hiring choices.
Yaksha provides recruiters with top-notch solutions to reduce the number of interview rounds. With Yaksha, recruiters can screen candidates and send a link to the assessment directly to the qualified candidates by integrating it with the Application Tracking System. Yaksha will assist you in hiring or mapping skills gaps, evaluating skills, and providing deep insight into the candidate who applied for a particular job. We also offer hackathons, role-based assessments, coding, and knowledge-based assessments.