The companies use the talent assessment skills called as pre-employment tests. The other name for these tests are the employment screening tests and these help employers in identifying the candidates that are expected to be a good fit for the position opened in the company. These tests also predict the way a person will perform on the job and their retention factor in the job. If the candidates are hired after passing the screening test they are of course expected to perform well in the job.
The talent assessment tests are used by many big brand names as a screening process. Mostly the online personality test and the logical reasoning tests are conducted. The online mediums are used where companies either conduct in tests in their own premises or via drive options available. Mostly these tests are used to track the applicants as well to keep a record of the application received.
How these tests work?
As said before, companies use the online mediums to assess the personality of the candidate in addition to his style of work, and skill and knowledge to perform a job and to see if he can adjust in the company culture. Mostly companies’ roll out their positions through their website and candidates are supposed to apply through the website of the company itself. When the form is filled, the talent assessment tests are taken. The applicants are required to take the test either at the time of applying or maybe later the company send the test through email or a link to the test as these tests could be hosted on any other website as well. The candidates would be just required to follow the instructions and accordingly access and proceed with the test.
Simulations are also used to measure the candidate’s ability to perform the various jobs. These tests could also be taken for jobs that require physical ability so tests which can assess the dexterity, strength and endurance through the mental simulator tests. Sometimes, jobs such as teaching also require skills such as public speaking and could also ask the candidates to prepare a presentation or a speech. Candidates applying for clerical or administrative positions could be asked for tests to assess the accuracy, speed, and editing, writing and proofreading skills.
How valid are these tests? What are the outcomes of these tests?
These tests are designed in a way that the candidates and the companies derive the most resourceful outcome. The manner in which these tests are conducted is stable and homogeneous and therefore the results are reliable and trustworthy. Sometimes if a candidate could not perform well in the test could be asked to take these online personality test again. A sample question for talent assessment test is: