You’ve connected with a great candidate in the video interview, but you want to make absolutely sure this job seeker has what it takes to succeed. The candidate impressed in the video interview, but how do you know the answers weren’t just hot air?
Perhaps it’s time to test those skills and qualifications the candidate has claimed to possess.
Using candidate tests as a form of follow-up for the video interview can be a great way to gain more insight into the real value of an interested job seeker. Plus, you can use candidate tests to help you decide between several smart, personable, and talented job seekers.
The kind of test you might want to consider will probably vary depending on what kind of job your company is trying to fill. While you can have a job seeker work on the test directly in the video interview, it probably makes more sense to use the test as a follow-up to your meeting.
Here are three types of candidate tests you might want to consider using to find out just what your job seeker can bring to the table:
If the job you’re hiring for requires a lot of putting pen to paper, it might be smart to have your job seeker take a writing test before signing on the dotted line. The specifications of the job will most likely determine the form these writing tests will take.
If a lot of the employee’s writing will need to be done on deadline, you might also want to incorporate a timed element to make sure they can produce good copy under tight deadlines. Perhaps ask for a finished piece an hour or two after the assignment is sent, which can help you further weed through candidates who just don’t have what it takes for the job.
Like writing tests, aptitude tests exist to make sure you have the needed skills and qualifications for the job. Depending on the industry and position, these aptitude tests can vary a great amount. Perhaps the test will focus on verbal reasoning or problem solving. If you’re hiring a web developer, for example, perhaps it will involve specific web-based questions.
The position will really determine what these candidate tests look like, but it’s important your talented job seeker scores highly in industry-specific skills. The scores from these aptitude tests can actually give you a lot of insight into the true skills and abilities of your future employee.
Unlike aptitude tests, personality tests exist to help you figure out whether the candidate will be a good fit for your company culture. When hiring, you want to make sure you choose someone who will enjoy your corporate culture and want to stick around for years to come.
Personality tests will help you determine whether the candidate truly has the right personality for the position and for the overall company. This way you can avoid hiring a lone wolf for a role where teamwork is essential.
Candidate tests can be a great way to make sure you’re hiring the most talented and most qualified people. They can also help employers more accurately predict job performance and measure candidates against each other. As a follow-up to a great video interview, these tests can be just what you need to make your final decision.
Have you ever used candidate tests? What kind? Share in the comments!
IMAGE: Courtesy of Flickr Photo by Shannan Muskopf.