Candidate Assessment for Employment Hire

As a hiring manager, it can be difficult to wade through the stack of applications submitted for any one position and find the perfect candidate to fill the position. After all, individuals can put anything on paper and make it sound good or hire a professional service to write it for them. So how do you weed through the superficial and locate those that are truly qualified for the position before sitting down in a face to face interview?

The answer is an employment aptitude test online that you include as part of the initial screening process. This customised exam can be as short or long as you need and contains questions selected by you but put together by a qualified company that specialises in this process. All applicants are required to take this test and then those who pass with high scores can be the ones that you take the time to interview and take a closer look.

How does this aptitude test help the company? It reduces wasted time sitting down with applicants that have no chance of getting the position and allows hiring personnel to focus only on those that are truly qualified. By using a test system it ensures that the best candidate is the one selected for the job which is the goal in developing a strong workforce of knowledgeable employees. The test can be created in a short period of time once you sign up with the online vendor and let them know your industry and what you are looking for. The link is embedded as part of the application process where individuals are directed and then scores are sent over to the company after the evaluation is complete.

Why waste time with people who are just looking for a job when you can find those who want a career with your company. Aptitude tests can sometimes deter those individuals who do not have the desire to take that next step and gives managers an additional baseline element to evaluate applicants. Take advantage of this valuable employment resource and see that the investment pays off in dividends very quickly.



1 Comment

Leave a Reply