The question “should we use testing in our recruitment process?” can be quite a minefield. At Pipelabs we do however have a clear bias towards using tests in the recruitment process. Not only is the right combination of tests a clear predictive indicator of job performance, but it’s also a great tool to lessen selection bias in the recruitment process, and correctly used is a great tool for the Hiring Manager to understand the candidate better.
As a vast generalization, psychometric assessments measure an individual’s cognitive abilities and personality traits in order to understand which candidates are the best fit for any given job. Psychometric assessments based on personality science, such as the Big Five Model of personality, can provide recruitment teams with evidence-based candidate profiles, allowing recruiting decisions to be made with insight and evidence, and so reduce bias.
“Don't assume you know what potential looks like. People show their mettle when they’re under pressure, so your hiring process needs to uncover how people cope; use a structured, situational-based interviewing process and psychometric tests to understand what truly comprises success.”
Knowing the positive effects that psychometric testing has when utilized properly having it as a part of any recruitment process is adding value at scale. The predictive power of testing using the Big Five model when combined with testing for general cognitive ability is much more reliable than outdated models such as CVs and Cover Letters.
Early-stage psychometric assessments allow recruiters and Hiring Managers to understand which candidates have the core skills to drive success; they allow quick, efficient, and accurate decisions to be made; they allow everyone to use their time well, they enable transparency and let candidates know that every application will be honored, whoever the applicant and wherever they’re from.
The usage of technical tests when hiring Engineers is a widespread way of trying to ensure a certain level of skill in a job that can be quite hard to reliably judge aptitude in.
There’s three main types of technical tests:
There are different benefits and challenges with each of them and the user can be very dependent on the type of role, organization, and candidate that is in process.
Which type of pre-onsite technical interview is the best for recruiting engineers?
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