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Amidst the challenges faced by business owners and entrepreneurs in securing the right human resources and skilled personnel for critical job positions, Online Exams have emerged as a valuable solution. Following the pandemic, many enterprises have perceived their organizational structure as somewhat hindered due to the ongoing social distancing norms and heightened caution in interpersonal interactions. Consequently, organizations of virtually every size are increasingly favoring remotely proctored pre-hire assessment tests and Online Exams for job applicants.
Business owners can hire the right candidates without compromising on their core recruitment processes. With the help of the right hardware-software combination that offers the most adequate and efficient remote video proctoring capabilities, they can assess both written and communication skills of the candidates in a matter of a few online tests.
The modern assessment tools that are directed towards assessing the aptitude, attitude and personality of candidates also shed light on their logical reasoning abilities, awareness of basic mathematical concepts, core competencies and several other skills required to do the job efficiently.
Incorporating Online Tests & Assessments In Your Traditional Recruitment Processes – 6 Factors To Keep In Mind
Selecting Relevant Tests
Any entrepreneur or business owner who is willing to include online assessments in their traditional recruitment processes should make sure that the test is relevant and highly suitable for the advertised role. For example, if you are looking for a web developer, the online exam should be relevant to web programming languages and not deviate from its core purpose.
Solving Your Pain Points
Any online examination or assessment that you have included in your recruitment processes should be able to get you the answers you are looking for from the candidate. They should let you have an accurate overview of the candidate’s ability to perform the job in question without putting a strain on your resources and draining too much of your time and effort.
Keeping The Test Concise
Whenever you are designing your question paper / question bank, you should always avoid using ambiguous language. This is not the right place to incorporate style and creativity. A concise and properly designed question paper avoids any chances of misinterpretation by the candidate and gives you straight and to the point answers that will help you conclude your hiring procedures within the stipulated time period.
Informing Candidates About Assessment
Communicating necessary information and details about the online interview format and test procedures to the candidates is essential. The candidate is able to prepare adequately and appropriately for the remote proctored exam and you can assess their answers without expecting any surprises.
Dividing Assessments Based On Purpose
So you also have a live interview planned which will be conducted from a remote location itself. The test or assessment that you have planned is going to be a great precursor to that live interview. It is also a great opportunity to understand the take of the candidate on the answers or opinions that they have expressed in their answer sheets. You can also provide your assessments in two sections where the first can be the actual test and the second can be a follow-up session.
Providing Valuable Feedback
Your hiring manager or HR professional should find it easier to give relevant feedback to all the candidates that have appeared for the video proctored test/online assessment. This feedback is going to work as encouragement for your candidates and even your existing employees and associates who wish to climb up the corporate ladder for a better pay and position.
However, while the convenience of online assessments is evident, we must also acknowledge the importance of avoiding common hiring mistakes that could cost time and resources. As highlighted in top hiring mistakes, an insight from Career Employer , hiring errors can have significant financial implications and impact team morale. By learning from these insights, organizations can enhance their hiring practices and streamline the recruitment journey.
The type of questions that you include in any of your online assessments and exams for job positions in your organization will depend largely on the skills required, the job description, the pool of available candidates, your in-house training capabilities and much more. The following section will clarify what type of tests to pick and that choice will dictate what kind of questions to incorporate for testing.
6 Types Of Suggested Online Tests For External Hiring Procedures And How Each One Suits Your Needs
Inductive Ability Test
This is a test that will require the candidate to apply the rules of logic. The candidate will have to sit through various difficulty levels and will have to identify different patterns from a large amount of data.
Performance Evaluation Test
These tests are conducted to scrutinize the performance of existing as well as new employees in an organization. Employees or candidates have to work through the test and cross different stress levels that assess their abilities and attitude.
New Skill Acquisition Test
The intent of this test is to ascertain whether the employees or candidates have familiarized themselves with the new organization systems or not. The company is able to raise the quality of their staff and their skill sets by being able to conduct a skill acquisition test on time.
Hiring Test
Hiring tests are also known as employability tests and these are gaining a lot of popularity especially when it comes to remote assessment of external hires. These tests are able to assess the abilities and skills of a candidate based on the following factors:
- Confidence
- Domain handling capacity
- Ability to work under stress
- Efficiency in specific tasks
- Understanding of delegation of authority and responsibility
Aptitude Test
Aptitude tests form an inseparable part of any hiring test. They are conducted to ascertain and understand the appropriateness and suitability of the candidate for the advertised job position. Logical reasoning and analytical ability might be included in an aptitude test in addition to mathematical concepts and problem solving skills.
Psychometric or Personality Test
This can also form an integral part of your online hiring tests because it gives you an overall picture of the personality of a particular candidate. The skills, knowledge, experience, attitude and endurance of a candidate also define how suitable they are for a particular job in your organization.
Final Thoughts
Your test-taking days are not over yet. According to recent research and several studies, more than 76% of organizations around the world are currently relying on online assessment tools. Attitude and personality tests are considered very appropriate for such assessments. This figure is expected to climb up to at least 89% in the coming years. Several global estimates suggest that on an average, more than 73% of middle management positions will be filled up with the help of remotely proctored examinations and interviews. Your organization only stands to benefit if it adopts the right combination of hardware infrastructure and software capabilities that enables you to perform remote online tests and video proctored examinations and interviews of your future hires. So, what are you thinking?
Read our blog : How to Hire Employees Quickly, Efficiently, and Correctly
