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Skills testing software – How it improves the quality of candidates in recruitment

The best candidates are highly sought-after. Recruiters want them for the jobs they are placing. And employers want them for their skills and qualifications. For these reasons, skills testing software is of paramount importance when it comes to recruiting and filtering candidates.

What kind of skills testing software should recruiter use?

Recruiters might believe that any kind of skills assessment software will work for them. As long as it has a few of the common tests, any one should do, right? Well, that’s not true.

Similar to choosing any piece of technology, staffing agencies must exercise caution and care when selecting a suitable skills assessment software system. There are many ways to determine a pre-employment testing software to be good and appropriate. But some of the easiest ways include asking questions to the software salesperson.

  • How big is the library of tests?
  • Is it possible to determine different skills levels?
  • How are the test results designed?
  • What can hiring companies learn from the candidate test results?
  • Is it easy to administer these assessments online?
  • Will candidates be able to take these tests easily?

Answers to these questions will help recruitment agencies decide which software vendor is the right one for them.

Ways recruiters benefit from applicant skills testing

Skills testing impacts recruitment in many positive ways. The right software will ensure that recruitment agencies and their teams are efficient and productive. The quality of candidates will also improve, undoubtedly.

  1. Filtering applications – Receiving a large number of applications are not good for recruiter productivity. In fact, it can be quite a challenge to go over all of the applications and select the best candidates. So recruiters often turn to recruitment software to automate the important but time-consuming CV parsing and branding tasks. Recruiters can then utilise skills testing software to further filter candidates and sift through the applications to only shortlist the top talents.
  2. Checking skill exaggeration – As recruitment is a busy and constantly moving industry, recruiters do not have the time to painstakingly check and validate each applicant’s claim. Skills exaggeration can prove to be very costly for hiring companies. In case such a candidate is hired, the employers will realise quite soon how unsuitable they are. Then it becomes very costly and also a hassle for the company to replace the candidate and restart the hiring process again.
  3. Mass volume hiring – If recruiters find themselves responsible for bulk-hiring, skills assessments and skills testing software are really the best way to go about it. This not only shortens the time drastically but also ensures that recruiters are only putting forward quality applicants for the hiring companies. The right skills test will be able to evaluate a candidate’s quality
  4. Online skills testing -The software should also be able to offer online skills testing. With remote recruiting being the norm during the pandemic, online skills tests made recruiting much easier and convenient. Recruiters could choose the appropriate tests and email the links to the candidates. Applicants can sit for these assessments from anywhere they please. All they require are an internet connection and a computer device. This is extremely convenient for recruiters who have one less thing to worry about.
  5. Competitive advantage – With many recruiters vying for the same group of talented job seekers, results from the skills tests can promote a recruiter’s shortlist of candidates. The test results show why a certain applicant is the better choice. They can reveal individual performances as well as their ranking against a group. Companies are more likely to go with recruiters who utilise skills testing software and can show with evidence the strengths of their candidates.

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