Measure your candidates’ ability across a variety of fields with our range of skills tests. These assessments measure both the soft skills and hard skills that are beneficial in a professional setting to determine a potential hire’s suitability for the job position.
What are Skills Tests?
Skills tests—otherwise known as skills assessments, ability tests, aptitude tests, professional skills tests, and more—are online assessments used by organisations to accurately determine an individual’s skill level within a particular field or career. An employer will use the results of skills assessments to determine a prospective recruit’s potential to perform the duties required of the job.
These tests of aptitude are widely used for roles of a particular specialism, or whose job descriptions carry an easily quantifiable skill-set. As these types of assessments are standardised, they allow for a simple, objective comparison of applicants. They are also an effective way of identifying current employees’ needs for further training and development.
When used as pre-employment tests, they effectively filter large amounts of applicants. The assessment criteria used by skills assessments provide a realistic overview of a role, so they can be used consistently as a means of measuring key, job-specific indications of performance. Questions in skills assessments typically have right and wrong answers, making them easily markable by employers.
By testing an applicant’s skills alongside their CV and interview, employers will make recruitment decisions that are insightful and informed.
Types of Skills Tests
We offer many different aptitude and skills tests, covering a wide range of skills, industries and verticals. These assessments include those related to logic, such as Aptitude Tests, Verbal Reasoning Tests, Numerical Reasoning Tests and more, Core Skills Tests, which assess knowledge-based, non-specific skills of potential or existing employees, and role-specific assessments, including those designed for legal, clerical, and finance professionals, as well as many others.
Logic-Based Aptitude Tests
Our logic-focused reasoning tests prioritise aptitude and cognitive abilities to test an individual’s problem-solving and logical understanding. Our two leading cognitive ability tests are the Numerical Reasoning Test, which requires respondents to understand, interpret and draw conclusions from numerical data, and the Verbal Reasoning Test, which scores respondents based on their capacity for reading, interpreting and identifying critical issues quickly and logically. Both numerical and verbal aptitude tests rely on respondents’ application of logic to determine correct answers and to achieve high scores.
Core Skills Tests
We define Core Skills as those fundamental to a wide variety of roles across multiple industries and sectors. As such, aptitude testing in this area evaluates an individual’s overall competency with generic subject matter that is central to the majority of areas of business. Literacy skills, numeracy skills and IT ability are challenging to develop, so assessing these through core skills tests offers a good overview of an individual’s general competency in an office environment.
Microsoft Office Simulation Tests
Microsoft Office Simulation Tests are perfect for ensuring that your potential new hire is competent using each software solution that your organisation uses. Our Microsoft Simulations look, act and feel like the real thing, offering you an accurate view of a candidate’s ability using key business productivity tools, including Microsoft Word, Excel, Powerpoint, and Outlook. With a range of skill levels reaching from basic to expert, these tests separate the Office beginners from seasoned Microsoft veterans.
Role-Specific Skills Tests
Role-based aptitude tests are vocational job tests that best reflect the particular skills required for a distinct industry or for a particular role within that industry. These industry-specific assessments cover verticals such as Clerical, Industrial, Telecommunications and Call Centre, Legal, Accounting and Finance, Retail, Housing, Logistics, and much more. Receive a true reflection of proficiency, subject knowledge, technical skills and more in each given role and sector.
Why use Skills Tests?
Using aptitude tests for skills as part of your standard recruitment process enables you to objectively measure and select applicants based on their suitability for the role. The more suitable they are, the higher the chance of them being successful within your organisation.
Small Cost for a Large Reward
Aptitude tests do not require a large amount of investment; for the cost of around 0.06% of an average salary, you are much more likely to find a new hire who is a good fit for the position – a return on investment that is more than significant. Most of the time, recruitment is costly, and most companies underestimate its expense by 90-95%. Skills assessments will allow you to streamline the lengthy, often painstaking process of recruitment.
Filter Unsuitable Applicants
58% of hiring managers have said they have caught out a lie on an applicant’s CV. When recruiting in high volumes, aptitude tests can reduce the amount of work on the part of the hiring manager and the number of face-to-face interviews that will need to be booked, as they will only have to assess candidates who were qualified enough to pass the test.
Assessing many candidates’ abilities to perform various disparate aspects of a job role would be an extremely time-consuming process for both candidate and employer if each interview were conducted face-to-face or over the phone. Many of these abilities can be tested through pre-employment skills testing instead, at the candidate’s leisure. This way, you will not waste precious time interviewing candidates who are simply unable to do the job.
Make Decisions Based on Quality
Even the most experienced hiring managers sometimes cannot escape the gut feeling they have about particular candidates, even when simply reading a CV. Unfortunately, in many cases, this inclination can lead to the elimination of a candidate who is qualified for the job and would have made an excellent fit. Skills assessments allow hiring managers to avoid unconscious bias in the hiring process and focus on what matters – what a potential employee can bring to the table.
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