Employee assessments act as a framework for employers to ensure that their team members, as well as job applicants, have the skills required to fit in the given job role.
Most organizations follow different techniques when it comes to pre-employment assessments. This round in the hiring process provides them with an effective way to gauge potential employees before hiring them.
So, while your candidates must be tested for essential skills relevant to their job profiles, they must also be well equipped with additional skills that are necessary for their line of work. These could include non-technical skills that can be a value-addition for the job role they have applied for.
Here are different scenarios when assessments make sense:
1. Presentation skills, for instance, are necessary for a sales job.
2. Besides, most jobs that have to do with face-to-face interactions with either stakeholders or customers require the candidate to have excellent communication skills.
3. In other domains such as marketing, being able to write or having knowledge of analysis and research is a plus.
4. Companies need to include personality assessment in the pre-employment evaluations to understand the employee’s capacity to handle a given situation. For instance, is the employee receptive when it comes to taking feedback?
The primary goal of a pre-employment assessment is to determine whether the potential candidates are capable of doing the job and if they would be a good fit for the organization.
Below are the four different types of assessments that you can conduct during the hiring process:
1. Cognitive Assessments
Cognitive assessments gauge the intelligence and knowledge a potential candidate possesses. Before extending a job offer to a candidate, it is important to determine if they are capable of performing everything that the job would require them to do.
That also includes non-technical and interpersonal skills which are an additional requirement for the job role. For instance, hiring an introvert for a sales manager would make no sense, as the job role requires the candidate to be friendly, casual, and an excellent communicator.
2. Motivational Assessments
These assessments are conducted to discern the motivational goals of the potential employee. If the organization finds that a candidate’s goals are in line with theirs, then the person would likely be a better performer at the workplace. Besides, motivational assessments give the organization an insight into the candidate’s thought process and direction.
3. Performance Evaluation
Employees of an organization can be subjected to routine evaluations that gauge their performance, aptitude, and growth in the job.
For instance, a restaurant owner must hire an accountant that possesses the right amount of accounting knowledge, and has experience in the hospitality sector. Based on the performance, the restaurant owner can do a regular check on the accountant’s ability to manage the restaurant’s finances. After all – managing the financials is not everyone’s cup of tea.
4. Cultural Fit Assessment
Every organization follows a unique set of traditions. And nobody wants to hire someone who doesn’t engage and commit to the organization’s culture and standards. It is detrimental to business growth and adversely affects the other employees in the organization.
When you hire a candidate to your organization, you want to hire someone who is not just fit for the job role, but also someone who is a good fit for the organization’s culture.
Such assessments enable companies to understand whether a potential candidate is capable of acclimating to the culture or not. Thereby you can make the hiring process worth your time and resources.
Over to you
To make your assessment process simple, why don’t you leverage blockchain technology to verify academic and professional credentials, workforce development records, and public information – after taking proper consent?
That way, you can filter out potential candidates faster, and invest more time in assessing them on different aspects of the job. SpringVerify is one such company that uses blockchain to conduct background checks on employees.
From formal courses and digital credentials to online certifications – the technology can track the resume of the employee automatically, while you focus on identifying the most qualified candidates for your organization.
What are your thoughts on using the blockchain for making the hiring process easier across organizations?