If you are in search of the best pre-employment testing solution, this article might just be the one you need to read.
Recruiters and hiring managers are always in continuous search for great candidates to join their team. They try every possible way to reach out to the potential candidates and once they find them, they need an effective way to test their skill sets.
But, the biggest issue is, less time and there are numbers of skills testing platforms available on the market. And that’s why choosing the right candidate assessment platform has become a tough task for them. Though every pre-employment testing platform evaluates candidate skills before the interview, they are different from each other in terms of features & price, and services provided.
I have made a list of parameters that can help you compare the skills testing platforms with each other and to solve the issue of choosing the best for your organization.
Below are a few parameters you should consider while comparing skill-testing platforms.
1. Number of ready to use Assessments–
The number of ready to use assessments available with the platforms also makes a difference. The platform with ready to use a skill test for every skill they promise to evaluate saves the time of a recruiter or hiring manager. And the one which creates tests based on demand causes a delay in the hiring process.
2. Job role-based tests–
The skills assessment platform that provides job role-based assessments is highly preferable by most of the HR professionals. As we know every job comes with its own roles, responsibility, and to complete those responsibilities one needs a certain skillset. Ex, for hiring a data scientist, business analyst, and project management a single test is not enough. There should be a separate job role-based test for gauging the skills of candidates.
3. Custom tests–
As we mentioned above, the job role-based tests are important. But, if the customer wants to add his or her own questions into the test to evaluate some other capabilities of the candidates then, the platform should deliver a customized test as per the hiring needs.
4. ATS integration–
Almost every big company uses an applicant tracking system to manage their hiring process. And if the assessment platform is integrated with ATS, it makes the recruitment process even more seamless.
An assessment platform should have a simulation technique embedded. When the candidate gets exposed to active and experimental simulated platforms. Recruiters can see the relevance of their knowledge and experience to their future performance.
6. Types of Questions–
Skills assessment platforms should contain all types of questions to increase the predictive validity of potential employer-employee relationships. And the future performance of candidates. The skill assessment platform should contain MCQ, MAQ, audio/video questions, case study questions, subjective questions, and essay type questions.
7. Multi-lingual facility–
The platform should have multi-lingual support to add questions. It should support all the languages to help the user from any corner of the world.
8. Cheating Prevention–
Every online assessment platform should provide remote proctored & secure pre-employment assessments so that you can conduct test anytime, anywhere with integrity. The different types of cheating prevention methods are webcam proctoring, window violation, randomization, etc.
9. Employer branding–
Providing a great candidate experience and creating a good impression of the company is very important for hiring the best talent. The assessments should reflect the employer brand while the candidate takes the hiring tests.
10. Industry-wise assessment–
A pre-employment assessment platform must have assessments for various industries. Because when companies hire employees they always want to evaluate a candidate’s expertise in the respective industry. It should not be limited to only one industry as every organization would want to hire the best talent.
11. Intelligent analytics–
The test report should be presented in a format that gives a quick analysis of a candidate’s performance. There should be section-wise analysis to empower recruiter or hiring managers with insights to make the right hiring decisions.
12. Candidate ranking–
If the recruitment assessment tool’s advanced analytics gives candidate ranking reports based on their performance in the evaluation process. Then, it ensures hiring job fit candidate faster.
13. Cost per test attempt–
Cost plays an important role in making any decision. So, if the pre-employment testing platform provides a quality test in a minimum amount you can consider the platform for your business. Of course! Cost is not the only parameter but it does impact our decision.
14. Friendly support–
Last but not least Customer support. Yes! A support team has to be there for the customers at every step, from the first hello to happy customers and beyond. They should have an immediate email reply policy, access to a mobile number of the support person, and a friendly support team.
The assessments help you assess multiple candidate skills in a super-easy way. It lets you verify your candidate’s job fit with skill tests, aptitude tests, enterprise-ready assessments, and much more.
Evaluate any online assessment tool with the help of the above parameters and hire job fit candidate faster.
If you are evaluating the online tech skills assessment platforms then check out the below link for a detailed comparison:
- HackerEarth vs Interview Mocha
- HackerRank vs Interview Mocha
- Aspiring Minds vs Interview Mocha
- Codility vs Interview Mocha