How can you use online assessments in your recruiting process?

1 Benefits of online assessments

Online assessments can offer many benefits for your recruitment process, such as saving time and resources by screening out unsuitable candidates before the interview stage. Additionally, these assessments can provide objective and standardized data to supplement your resume review and interview feedback. Moreover, they can improve your employer brand by offering a positive and engaging candidate experience. Furthermore, online assessments can help you increase the diversity and inclusion of your talent pool by reducing human bias and focusing on relevant criteria. Finally, they can predict the performance and potential of your candidates based on validated and reliable measures.

2 Types of online assessments

Online assessments are a great way to assess potential candidates and measure their suitability for a role. They come in various formats, content, and purpose depending on the hiring goals. Common types of online assessments include cognitive ability tests, which measure general mental abilities such as verbal, numerical, and logical reasoning; personality tests, which measure behavioral traits and motivations; job-specific tests, which measure knowledge, skills, and abilities related to a specific role; situational judgment tests that present realistic scenarios to candidates; and culture fit tests that assess alignment with an organization's values.

3 How to use online assessments

Online assessments can be a powerful and useful tool for your recruiting process if used wisely and ethically. To ensure success, it's important to define hiring criteria and select the appropriate types of assessments that match them. Additionally, be sure to communicate clearly with candidates about the purpose, format, and duration of the assessments, as well as the instructions and expectations. Administering the assessments online using a secure and user-friendly platform can track and manage results, while integrating with your applicant tracking system (ATS) and other tools. Evaluating the results using valid and reliable scoring methods and benchmarks is also important. Use the results as one input for hiring decisions in combination with other sources of information such as resumes, interviews, and references. Finally, provide feedback to candidates about their performance and outcomes, thank them for their participation and interest in your organization, and let them know the next steps in the recruiting process.

4 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?