The recruitment test is a particularly useful tool for facilitating the hiring process. Recruitment agencies no longer limit themselves to CVs and cover letters, in order to better meet their clients’ needs. Here’s what you need to know about these increasingly popular assessments!
What are the different types of recruitment tests?
The main advantage of recruitment tests is the variety of models available. Specialized firms such as Rhapsody Recrutement use these solutions to test the knowledge, interpersonal skills and know-how of their clients’ future employees.
The personality test focuses on the candidate’s soft skills and way of doing things, enabling the firm to select suitable profiles. Psychotechnical tests focus on logical abilities. Recruiters use them in particular to analyze the reasoning of the talents they wish to retain.
The skills test can take the form of a :
- CASE STUDY ;
- spelling test ;
- language control ;
- case study…
The recruitment agency analyzes candidates’ technical know-how to ensure that they are capable of meeting the requirements of the recruiting company. Finally, the hybrid test encompasses aptitude assessments and personality checks.
What should recruitment agencies look out for?
Using a recruitment test takes time and careful preparation. Specialized firms need to define the best time to use it during the hiring process, the form of the test and the examination criteria, depending on the position to be filled.
Candidate assessment conditions
It is possible to organize group sessions or recruitment tests in the form of a game. The first solution is ideal for evaluating several candidates simultaneously. Recruiters focus on their soft skills, using presentation exercises or role-playing. This approach allows the firm to gain in speed and efficiency: the test lasts a maximum of 1 day!
Legal requirements for recruitment tests
French law lays down precise conditions for a recruitment test to be valid. The recruiter must inform candidates that they will be tested, as they may refuse to take part. The session takes place solely on the basis of candidates’ consent.
While the form and content of the tests are quite free, the requests made must nonetheless be linked to the position to be filled and the tasks to be carried out by the future employee. The recruitment agency is also required to communicate test results to all participants. The results are confidential and must not be divulged publicly under any circumstances.
What are the advantages of a recruitment test?
Recruitment agencies have to manage several recruitment campaigns for companies in various sectors. The traditional hiring process is neither efficient nor adapted to the new realities of the job market, hence the importance of recruitment testing.
An effective assessment tool
The recruitment test is a unique opportunity to gather additional information about a candidate’s behavior in the workplace. The recruiter who uses it can gain an overview of the personality, knowledge, technical skills and cognitive abilities of the profiles he or she is interested in.
The tests serve as a basis for conducting a quality interview and retaining the best talent without any discrimination. In this way, the recruitment agency can question or confirm its first impression of a candidate. In this way, the consultant in charge of the procedure broadens his or her database to make the best possible decision.
A solution for testing a candidate’s commitment
The candidate carries out a practical exercise related to the position for which he or she is applying. At the same time, they learn about the requirements of the proposed position, and decide whether the assignment is right for them. The recruitment test is one of the best ways to project yourself into a position!
The recruiter analyzes the commitment of candidates in real-life situations, and gains an insight into their motivation. This experience can even trigger a strong sense of belonging in the future employee of the company being recruited.
How can tests be used in the recruitment process?
The first step in conducting a recruitment test is to choose the right moment. Some recruitment agencies assess candidates at the time of application, to ensure total fairness in the process. Others opt for a test after having analyzed the various profiles at their disposal. The advantage of this approach is that it avoids a lengthy recruitment procedure.
The form of the test is also a crucial parameter. Most modern firms opt for a specialized recruitment tool like AssessFirst to offer assessments focusing on personality, cognitive skills and technical competencies.
What parameters need to be taken into account?
To avoid making a mistake, the recruitment agency wishing to test its candidates must take several parameters into account. Here are the most important.
The candidate’s experience
Recruiters need to take into account the candidate’s experience as a whole, in order to integrate their test perfectly into the recruitment process. The aim is to make it as positive as possible, so that the candidate really gets involved. The firm must ensure that all participants are informed of their results, with a precise explanation. This way, rejected profiles don’t feel frustrated, and the image of the employer brand is preserved.
The length of the process
The hiring process should be as short as possible. The more steps involved, the greater the risk of losing potential talent. According to the experts, 1 in 3 candidates drop out for this reason. The solution? Keep only the phases that are essential to the process, in order to reduce lead times.
The company must also take into account the time needed to analyze the assessments and present the results when organizing its sessions. The idea is to be able to give feedback to each candidate as quickly as possible!
