Online testing: How effective is it for your recruitment process?

As firms experiment with new ways to bring the best candidates on board, online tests are rising in popularity. Whether organisations want to analyse job seekers’ decision-making skills or learn more about their cognitive abilities, candidates are being put through their paces to demonstrate their aptitude for roles.

The pros and cons of online tests

We’ve worked with hundreds of clients over the years, all with their own unique interview process. And one question that comes up a lot is ‘what online testing should we use, if any?’

There are a wide variety of testing options that can be used during your recruitment process, including maths tests, coding tests, psychometric tests, personality tests,  logic tests and more.

If you are hiring for a highly analytical role then candidates are likely to expect to take a short maths test to ensure that they have the right skills for the position. Similarly, if the role is for a data scientist then a coding assessment will be expected.

Psychometric tests can be controversial, and results can differ wildly depending on the mood of the candidate on the day. It's also worth noting that this can create bias against neurodiverse candidates, who can often struggle with this type of assessment. Applicants may run into misunderstandings, stress or anxiety during the process, or struggle to read or write – especially in a specific time frame. So if you’re striving to be a truly diverse employer,  you’ll need to be aware of any potential biases and take action to mitigate them.

Some organisations also use personality tests to assess candidate’s goals, ambitions, and preferred communication styles, as well as their strengths and weaknesses. However, you should be aware that some candidates may be untruthful when completing these tests. And as these tests are a snapshot of the candidate at a given moment in time, they may not provide much value to you.

Logic tests often assess specific pattern recognition, but you need to have a clear idea on why you’re testing this. Is pattern recognition going to make for a strong consultant? If not, you might need to think about whether this is the right test for your candidates.

Key Considerations

With online tests, it’s vital to take into account the seniority of the candidate. A graduate is going to be far more prepared to take a number of tests for an entry level role than a partner is. Excessive testing can put skilled candidates off, and result in you losing top talent for your business.

It’s also important to get the level of testing right in your recruitment strategy. You don’t want to lose out on great candidates due to excessive or the wrong type of testing, and this can damage your reputation to job seekers in the long run. Ultimately you need to ask yourself: are you testing to rule people in, or rule people out?

Remember that nothing is a substitute for a face-to-face or video interview, as they will give you a much better opportunity to vet your candidates thoroughly.

Making the right decision for your firm

Whether you want to start implementing online tests into your recruitment process or you’re utilising them already, it’s helpful to assess if they match your current needs and fulfil your goals.

At Ascent Professional Services, we can support your organisation and work out the best way forward. Our team can help you make a detailed assessment on online tests, creating a strategy that attracts the best talent around.

If you are looking for advice on your recruitment process or need help finding the right candidates then please get in touch.