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    Workstream | 3 min read

    4 Common Mistakes To Avoid When Using Hiring Assessment Tools

    Businesses that make good hiring decisions tend to yield more productive employees and have lower turnover rates. This, in turn, affects every other area of the business, from expenditure to overall job retention and satisfaction. Many businesses are aware of how assessment tools are a vital aspect of the hiring process, but not all hiring assessment tools are equal. In fact, poorly designed hiring assessment tools can cause more trouble than help down the line.Pre-employment assessments are usually hosted online and can include everything including work samples, job knowledge tests, skill assessment tests, personality indicator tests, and more. These assessments can also be administered through advanced software to save you time. The right hiring assessment tools will help you figure out what your job candidates' performance will be like on the job, but the wrong hiring assessment tools can create all sorts of problems in the future. In this article, we'll be covering how hiring assessment tools can land you in hot water if you're not careful.

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    Basing Assessments on Your Initial Ideas

    When hiring new employees, it's natural to focus on the preliminary qualities that you'd like your new hire to have. However, if you're a part of a larger team, focusing solely on your perception of what qualities would best suit the job will limit your assessment and may not help you much down the line. This is especially true if you aren't the one who will be working directly with the new employees. A good way to ensure that your new hire has qualities that are a good match for your team is to incorporate their assessments into the final assessment and make sure that everyone is in agreement about what exactly you're looking for in an applicant.

    Assessing Your Candidate Based on Their Word

    This isn't to say that you should discredit how your applicants describe themselves, but most people try to put their best foot forward when it comes to job applications by leaving out any unfavorable information. Instead of assessing your candidate based on their self-described behaviors and qualifications, create a smart assessment that helps you identify their good qualities through applied knowledge. For example, if you're curious about their organizational skills, provide them with a made-up scenario, and ask them to describe how they would approach organizing the said scenario. Or let's say you're hiring for a customer service position, you could have the applicant record themselves reading a sample script in order to assess if they're a good fit for the role.

    Your Assessment is Too Lengthy or Too Broad

    If potential hires perceive your job assessment as too lengthy or filled with irrelevant questions, they're less likely to make it past the assessment phase. Potential hires don't want to invest too much time in a position that they may not even be offered, and so they may not think a long and stressful assessment is worth the effort. This can be problematic for businesses that create unrealistic requirements and then find that there are no applicants that meet their criteriaTrimming down on unrealistic assessments and job requirements will help attract more of the right potential employees.

    You Don't Know What Information Your Hiring Assessment Covers

    Another big issue that prevents companies from attracting the right hires is failing to know what's on their assessments at all. Simply put, if you don't care about the assessment, potential employees won't either. Familiarize yourself and your team with the core values and expectations that are being communicated in the assessments.

    The bottom line is that every applicant is going to cost you time and therefore money, and so it is imperative that your job assessments weed through the applicants that you don't want, and retain the ones that you do. This is especially important in the modern world of online hiring because it has become increasingly common for candidates to opt-out of the job application mid-way through the processes.

    Creating the hiring assessment tools is vital to hire the right employees. Workstream helps to relieve some of the stress involved in the hiring process by simplifying and keeping track of applicants, interviews, and onboarding so that your company can save money and time in the long run. Chat with us to learn more!

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    Bela Aznar

    Bela Aznar is a freelance content writer, copywriter, and blogger for various companies. She’s also a life coach, and a yoga teacher for private clients. When she’s not writing, coaching, or teaching, she’s writing creatively, reading, or exploring one of her many interests.

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