Are you struggling with how to best conduct a thorough recruitment process when you’re doing it remotely? There is an incredibly simple solution – talent assessments. These will give you an objective score on a candidate’s skills to make it easy to compare applicants. Plus, it’s easy to implement online. Find out more about them and what top 5 talent assessment processes are for remote recruitment.
What Is A Talent Assessment?
Talent assessments, or aptitude tests, are a tool that employers can use to evaluate candidates. Find out which candidates would be the right fit for an open position. This pre-employment testing might assess the candidate’s personality, skills, or knowledge. It might also test whether they would be a good cultural fit for the company.
Using one will help you to determine who the high-quality candidates are, because they are great at predicting job performance. If the job candidate who performs the best in this test is selected during the hiring process, they will often be a great fit for the role.
The results of the tests are analyzed to see how everyone scored. The reason that the highest score is the best is that a high score indicates a close match to the employer’s requirements.
How Do You Conduct A Talent Assessment Remotely?
Remote working has been on the rise, with many companies even choosing to hire permanent remote workers. They might live across the country or even abroad. However, they will still log in every day and get their work done. If you’re hiring a remote worker, it’s not feasible to get candidates to come in and interview in person. So, how can you conduct a talent assessment?
Luckily, many talent assessments are already completed online. So, this won’t be tricky for you to arrange at all! You should be careful to select an experienced talent assessment company. Most of these offer the option of sending the applicant a link to fill out online. Once they complete it, you will receive the results.
So that you don’t waste your time or the applicants’ time, it’s recommended that you implement this at the shortlisting stage of the process. First, take out any applicants whose job application doesn’t meet the requirements of the job description. Then you can use talent assessment tools to narrow down your list to just your interviewees.
Top 5 Talent Assessment Processes for Remote Recruitment
There are many talent assessment processes that you can use for remote recruitment. Here are the top 5:
One of the most common talent assessments is work samples. This is a test where the candidate is given a piece of work to complete. Generally, it will be something that they might do often on the job, should they be the successful candidate. This way, you can see how well they perform on the type of work the role requires. It’s crucial that the work samples are relevant to the role or you won’t get a lot of useful information from this test. As an example, a data analyst might be asked to analyze some data as part of a work sample test.
This tool is one of the most effective ones for predicting the job performance of the candidate. This makes a lot of sense as you are testing how good they are at the real work required for the role.
Cognitive Ability Tests
Cognitive ability tests, otherwise known as intelligence tests, are another option. These allow you to test candidates on skills such as problem-solving, numerical reasoning, verbal reasoning, and more. These offer you an insight into the general intelligence of the candidate. Just ensure that whatever you’re testing on is relevant to the job at hand. This will provide you with the most valid results for your recruitment process.
Job simulation tests are not unlike work sample tests. The difference is that in this scenario, the candidate pretends to be already in the role. This way, it can be tested how they would react to different scenarios. It requires more thinking on your feet, so you can see how an applicant responds under pressure. This assessment can be done during your remote interview through video conferencing, or as an online assessment.
If you’re looking for someone who will truly fit in with the company culture, a personality test could be the way to go. You can look for specific personality traits in candidates that you deem desirable for the position or your organization. For example, someone who is conscientious, reliable, trustworthy, organized, and more!
Specific traits can make people a good fit for certain positions. For example, a computer programmer must have excellent attention to detail. A doctor must have a great bedside manner to gain the trust of their patients. Consider what traits would be relevant to the position you are hiring for and test on those.
Finally, if you’re not quite ready to commit to a candidate, you could offer a job trial. The candidate will work for you for a day or two and you pay them for their work. This is a wonderful way to see how they perform a number of job tasks and see how they get along with your team.
This is not only a good solution for you to determine cultural fit, but they get to see if they like working for you as well. Keep in mind that these may not work for every profession. It will have to be one where they can complete specific tasks without being overly familiar with your company.
Usually, this process is done with only one or two candidates. It will take up some of your time as well as the time of your team. That’s why you don’t want to go through this with multiple people.
Find your new remote hire and bring them on board with the confidence that you have found a new high-performing team member. Implement talent assessments for your remote hires now!