How to Use Job Tests and Assessments When Hiring
Job assessments, often also referred to as job tests, can help an individual decide on a career path and assess how well they are suited for the role. Assessments are also a valuable tool in helping CEOs and sales leaders find the right salespeople, shortlisting several candidates while assessing each one's suitability for the position.
It's important to note that there are many different types of job assessments available.
Personality assessments measure the employee's personality and predict how they will perform in their role.
Talent assessment tests assess how well a candidate can perform the tasks required of them.
Cognitive tests measure a candidate’s reasoning, memory, and perceptual speed in addition to arithmetic and reading comprehension.
Emotional intelligence tests measure how one candidate responds to other party members’ emotional responses and understanding of others' emotions.
Hiring managers often use job tests to measure applicants’ aptitudes. However, make sure you use them correctly to better measure an applicant's abilities. Here are some tips:
Use the right test (assessment) for the position you need to fill - a high-quality assessment will allow you to customize the assessment to fit your exact needs.
Check to make sure the assessment has been scientifically validated and is reliable.
Familiarize yourself with the test you are administering to ensure that questions are relevant and appropriate.
Do not rely solely on assessment results when making a hiring decision - ideally, assessments account for no more than 30% of your decision.
There are various job tests/assessments on the market today, all constructed for different purposes. It's important to get familiar with the type you need and get familiar with an organization that can provide them for you, such as SalesLab Consulting, LLC, a Talexes authorized partner.
To learn more about structuring a productive sales interview, get a copy of our ebook, 3 Essential Resources for Interviewing Sales Candidates. You’ll get an outline for the perfect interview, a list of questions to ask (and ones to avoid), and a candidate evaluation form to ensure you and your team have a unified scoring method for candidates.