Tuesday, 25.06.2019

What impact do the recruitment tests have on the final decision regarding employment?

        Imagine that this morning you took part in a recruitment interview where your Excel skills were checked using a short test in the program. After returning home, the family asks impatiently - "So how did it go?" And you are pretty satisfied about how well the interview went but not necessarily the test itself. How important will its result be in the entire recruitment process?
        The recruitment interview provides the recruiter with many necessary information. However, not all aspects on which the employer depends, can be verified on the basis of even an hour's exchange of recruiters' questions with the candidate. Recruitment tests come in handy as they can verify the level of language and technical skills, and even resistance to candidate's stress.
Types of recruitment tests
# 1 Psychological tests
        What may be important for the employer are predispositions, soft skills, the level of intelligence, including emotional intelligence, personality traits and the candidate's abilities. These can be verified and interpreted only by a professional a psychologist. For this purpose candidates fill in personality questionnaires, drawing tests, projections and others. The results of psychological tests are confidential - the employer must not disclose them to third parties.
# 2 Equipment tests
        are carried out using specialized equipment. They allow you to check psychomotor skills, reflexes, perceptiveness, visual-motor coordination and technical skills of the candidate. State services, aircraft pilots, professional drivers, and even railwaymen take part in such tests.
# 3 Competency tests
        which candidates encounter most often -  check the level of skills that are required to take up particular positions. An example of such tests can be: numerical tests, simulations with a set time for task execution, including creation of a work sample.
# 4 Knowledge tests
        which check the level of substantive knowledge of the candidate. Questions can be both closed and open, so it is important that the candidate can use the knowledge in practice.
# 5 Language tests
        Both in the form of a conversation between a recruiter and a candidate in a foreign language, as well as a written test with a specific score.
Selection stages in recruitment processes and test results.
        The recruitment process starts with the applicant filling out the application questionnaire and other necessary documents. Then the recruiter responsible for the process analyzes the CV and other documents provided by the candidate. The requirements expected by the employer will vary depending on the position, therefore we can not clearly state which information on the Curriculum Vitae will turn out to be the most important and decisive. However, if the candidate, based on the information he provided, meets the company's requirements, he can expect to be contacted by the recruiter.
        An initial telephone conversation with a recruiter or a person supporting the process will help clarify any inaccuracies, answer the candidate's questions, and learn about his initial financial expectations. By telephone, you can also verify the level of foreign language skills. If the candidate meets the requirements of the employer again, he / she will be invited for an interview.
        During the interview, the candidate has an opportunity to make a good impression on the interviewer and also talk about his professional experience in a broader light. Frequently the subject of candidate's interests is also discussed, which can verify whether he or she suits the company's organizational culture or even the team with which they would cooperate.
        At the interview stage, the above-mentioned tests may appear. If at least two candidates are left in the recruitment process, the test results will be crucial in the selection of the person who will be finally offered a job.
        Test results are important, but remember that the final decision is made by the employer. If it turns out that you have common topics, you better suit the company's organizational culture or outperform the soft skills of your competitors - you will be the one to get this job.