Let’s say you’ve got two good candidates in front of you: both with strong resumes and successful phone screens. They’re both fully qualified.
But, who’s the best between them? Does a red flag exist about their ability to do the job that you haven’t seen yet? And what if it wasn’t just two candidates, but 10 or 20?
That’s where a talent assessment would come in handy.
The concept of a ‘talent assessment’ as part of the hiring process isn’t new, but it’s still going strong.
That’s because talent assessments tools provide an indication about whether candidates can do the job you’re hiring for, and also if they fit well in your company culture and team.
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By using pre-employment assessment tools, you’ll be able to reduce the number of candidates to a small, super-qualified group. That way, you get insight into the candidates’ skills and you make your process much more efficient.
These talent assessment tools have been shown to be the most effective in predicting job performance. And that makes sense; work samples gauge the ability to do specific work first-hand.
Before you administer cognitive aptitude tests, make sure they’re reliable and well-validated. For this, you can try out providers that specialize in these types of assessments