What is the most effective way to use online assessments for job candidates?

1 Choose the right assessments

Not all online assessments are created equal. Depending on the role and the industry, you may need different types of tests to evaluate the relevant competencies and fit of the candidates. For example, you may use cognitive ability tests, skills tests, personality tests, situational judgment tests, or work samples. You should also look for assessments that are reliable, valid, fair, and legally compliant. Research the providers and the tools they offer, and ask for samples, demos, or references before you decide.

2 Align the assessments with the job requirements

Online assessments should be aligned with the specific job requirements and the desired outcomes. You should start by conducting a thorough job analysis and identifying the key skills, knowledge, abilities, and behaviors that are essential for the role. Then, you should select or design the assessments that measure those criteria in a realistic and relevant way. You should also define the scoring and evaluation methods that will help you compare and rank the candidates based on the job standards.

3 Communicate clearly with the candidates

Online assessments can be stressful and confusing for some candidates, especially if they are not familiar with the format or the expectations. To ensure a positive and fair candidate experience, you should communicate clearly with them before, during, and after the assessments. You should explain the purpose, the process, the duration, the instructions, and the feedback of the assessments. You should also provide them with some tips and resources to prepare and practice for the tests. Additionally, you should answer any questions or concerns they may have and follow up with them promptly.

4 Integrate the assessments with other hiring methods

Online assessments should not be used in isolation or as a substitute for other hiring methods. They should be integrated with other sources of information and evidence, such as resumes, interviews, references, or portfolios. You should use a holistic and balanced approach to evaluate the candidates from multiple perspectives and dimensions. You should also use the results of the assessments to guide and inform your hiring decisions, but not to rely on them exclusively or blindly.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?