How Companies use Skills Assessments to Hire the Best Candidates







Since decades, the skills assessments tests are doing the rounds. In recent years, many companies’ recruitments are adapting the skills assessment test used for the best candidate selection.

We analyzed how more than 4,000 companies use skills assessments, particularly employer and candidate preferences, and wanted to share the results with you.

Here are some of the most interesting things we learned:

COMPANIES

Hiring funnel

The first step companies tend to replace with skills assessments is phone screening. Intuitively this makes sense because it’s a manual process that is very time-consuming. Instead, recruiters can avoid screening altogether and review candidates after they’ve completed a series of job-related tasks.

Hiring process (The Balance Careers)

Many companies have been able to consolidate several steps into one and reduce the number of steps in their process. This reduces the burden for candidates. As a result, the average number of stages in a hiring funnel is between three and four. Nearly 70% of companies are using a skills assessment at the top of the hiring funnel. This is consistent with the removal of phone screening, which is typically a top of funnel activity. While corporates often use skills assessments at the top of the funnel, the companies most likely to use assessments at the bottom of the funnel are staffing firms.

Content and grading

Over 80% of companies use a skills assessment that is uniquely tailored to their requirements. Companies recognize that competence is context-dependent. A graphic designer at a startup is a different job to a graphic designer at a major accounting firm. While there is overlap in functional skills, the operating environments and success criteria are very different.

Over 90% of companies are using automated grading to make decisions. This indicates a willingness to trust AI-based assessment technology. Of the companies that inquire about personality assessments, over 50% actually want to test soft skills, not personality. This suggests that companies are familiar with personality assessments but, when presented with other options, don’t always want to specifically assess personality. The most frequently cited benefit of using skills assessments is improved pass-through rates due to increased confidence in decision making.

Candidate adoption

The roles with the highest volumes of candidates are call centers, junior digital marketing, and graduate roles. Very few companies prioritize candidate adoption when choosing assessment contents, the first time. However, when presented with data about poor adoption resulting from their content choice, companies choose lower-friction assessments nine times out of ten. The most frequently cited objection to using skills assessments is the fear of candidate drop off.

CANDIDATES

Video

Over 80% of candidates applying for technical roles avoid responding by video. Candidates applying for non-technical roles are okay with one to three video responses after that completion rates go down by up to 20%. The most frequently cited complaint is unreasonably short time limits on questions, especially questions requiring video responses.

Motivation

Over 50% of candidates complete their skills assessment within 36 hours of receiving an invitation.

The single biggest contributor to poor adoption is insufficient motivation to get the job. More than nine out of ten candidates prefer to be given an opportunity to prove their skills rather than be judged on their resume.

Look for the talented candidate through taking skills assessment tests (The Balance Careers)

The most frequently cited benefit of taking a skills assessment is the opportunity to be judged based on a realistic sense of the role. Do share your comments on how your companies are using skills assessments!

[Guest Blog]

Omer Malad

~ Co-founder and CEO of Vervoe

(External Resource – Vervoe)




Sanghamitra Roychoudhary

She is a professional Technical Writer, Content Marketing Specialist, and Freelance Web Content Developer. Author of IT Techno Solutions. She's a learner for lifetime; and explores WordPress, and shares new and fresh findings to develop her proficiency.

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