Hiring in the online age has made it very easy to apply for a job. You just push a button and you’re on your way. As the barrier to entry is almost non-existent, the number of applicants companies receive, especially to remote jobs, can be overwhelming.
To make things worse, the number of errors (or plain out lying) in job applications is at it’s highest points in years.
So how do you make sure that you’re focusing on the right candidates who have the skills and the cultural fit needed for your organization, and not wasting your time on the unqualified fortune seekers? You could filter based on having a university degree or previous work experience, but as discussed in one of our previous articles, this may not be enough.
Introduce short skills testing in hiring
Research has shown that people who have scored high on pre-employment assessment tests are 2.3 times more likely to have a perfect attendance, compared to those who scored poorly on the same tests. Additionally, in the case of drivers, the research showed that poorly scoring employees were 5 times more likely to be in an accident.
This a very vivid example of how poor hiring decisions can lead to direct financial losses due to employee performance, and indirect losses due to increased hiring expenses when a position needs to be filled again.
Pre-hire assessment can be a tool to tackle the time it takes to hire someone. By introducing a standardized online assessment test, you can first eliminate the bottom 20% of unskilled fortune seekers from the candidacy even before a human reviews their application. This reduces the time it takes to review all the applicants, qualify some of them to the next round for a screening phone interview etc.
Also, this helps to surface the top performing candidates, making sure that they get your attention first. This is important, as nowadays you as an employer are competing for talent not only with your local companies but all the companies in the world offering the option to work remotely. You simply need to get to the best candidates first.
“Online pre hire assessment helps you easily eliminate the bottom 20% unskilled candidates even before a human reviews their application. That’s a HUGE time saver.”
Skill tests at the beginning of the recruitment process will give you a better understanding of whether the person can do the work needed or not. Today, we’re often hiring for positions that have not existed before thus we can’t base our hiring decisions on previous work experience.
By some estimation, 50% of candidates also exaggerate in their resumes – embellishing what they’ve done previously or exaggerating their job titles – meaning that the helpfulness of a CV as a screening tool is with a diminishing value. Results from a custom-made skills test, however, can help you catch these lies or reduce the importance of such exaggerations.
Skills-based hiring for remote teams
Lying is resumes is especially true in case of hiring for remote positions. With a high probability, remote roles will attract applicants from many cultures from all parts of the world. Meaning that even in face-to-face interviews you will not have the required context that you would with the candidates from near you. You wouldn’t inherently know whether the school the person graduated from is a reputable one. You wouldn’t have experience if the previous employer is known for their high-skilled professionals.
Also, you wouldn’t probably know how people from different cultures are able to ‘sell’ themselves – e.g Americans being excellent at personal branding and presenting their skills whereas people from the Nordics often can sell themselves short even if they have the skills.
“When hiring remotely, you won’t know if the person is lying about their work experience and setting you up for a reference call with their friend.”
So how do you know that you’re focusing on the right candidates? The ones who can not only sell to you that they have the skills needed to do the work but actually do the work? How not to waste your time on the unqualified fortune seekers?
The answer here is very simple: You need to remove the guesswork from your hiring process and introduce skill testing as early as possible. Starting your hiring process with short pre-employment tests will help you surface the best-skilled candidates to the top, and forget about the lowest scoring candidates who are probably just fortune seekers applying for 100 openings a day.
Skill testing won’t let job seekers lie or exaggerate in their CVs. Instead, it gives you an honest overview of candidates’ skills since you’re using the same variables to compare their performance.
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