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Unlock the power of talent assessment, which provides recruiters and hiring managers with invaluable insights into candidate potential.
Explore the significance of evaluating skills, behavior, and culture add, streamlining the hiring process for optimal talent acquisition. Learn how to make data-driven decisions, ensuring the right match between candidates and organizational goals for sustained success.
Securing great talent is one of the highest priorities for HR professionals. Great candidates fuel your company, lead to better outcomes, and become your organization’s future leaders. You need a reliable way to get great candidates – and it’s best if it’s also efficient and affordable. Talent assessments are one of the top talent acquisition strategies in modern recruitment. They boost diversity, improve time-to-hire, and reduce total mis-hires. A study by SHRM found that 78% of HR professionals say the quality of their organization’s hires has improved due to skills assessments. Let’s dive into the world of talent assessments, looking at the different types, the benefits of using them, and how to build them into a hiring strategy. We also cover 28 use cases of talent assessments, providing in-depth guides for each. If you already know the basics of talent assessments, feel free to skip ahead to the use cases.
Vetting candidates properly can be challenging. Are they lying on their resume? Do they have an accurate measure of their own skills? Or are you about to hire a candidate who isn’t qualified for the job? If you get it wrong, you risk making an expensive mis-hire. Even worse, you need to start the hiring process for the role from the beginning. If you don’t, you risk compromising your team’s morale and developing an employee turnover problem. The solution? Use talent assessment tests to hire candidates based on objective, reliable data. Talent assessment testing is a strategy that makes a range of talent acquisition trends easier to get right. Our State of Skills-Based Hiring report found that 92.5% of organizations using this strategy saw a reduction in mis-hires. In this guide, we explore how to use a library of skills tests to evaluate potential candidates’ abilities. We also cover the best practices for using recruitment assessment tests effectively and examples of real companies using this approach to succeed.
Assessing the skills of your employees means analyzing the capacities of your workforce to further grow your business. One way of assessing the skill set of your employees is by using the “knowledge, skills, attitude” model, or the KSA model. This is a model that encompasses the value an employee provides in the workspace by assessing their knowledge, their skills, and their attitude. According to research, all three elements are important for an employee to become fully competent at your company, and to use their full potential. But assessing your employees is only the first step. It’s essential that you, as their employer, constantly invest in your employees. These are the people that will grow your company and they can only do it if you help them improve their skills. If you want to help your employees grow, the first step is to understand what their current skills are. There are many ways you can achieve that, which we’ll discuss in this article, but one of the best ways to do that is with skills tests. Skills tests allow you to objectively measure your employees’ knowledge and abilities, identify weaknesses, and design specific training initiatives to help them develop their skills. Once you’ve assessed their current skills, you can plan out what you want them to learn. The difference between their current skill level and capabilities and the desired outcome is known as the skills gap. You need to be well-aware of this gap in order to drive performance and growth. Keep reading to learn more about assessing employee skills.
The next decade is set to bring massive changes to the way we live and work. The World Economic Forum predicts that 23% of jobs will change by 2027, with 69 million new jobs created and a whopping 83 million eliminated. Soft skill-intensive occupations will prosper, accounting for two-thirds of all jobs by 2030. Strong talent acquisition skills are vital for survival in this rapidly-evolving landscape. From identifying priorities for hiring to navigating emerging talent acquisition trends, employers need a finely tuned global talent acquisition strategy to hit the ground running. But when so much is changing in the labor market, where do you get started with talent acquisition strategies? In this blog, we cover the benefits of innovative talent acquisition strategies and deliver 24 actionable tips for developing a talent acquisition strategy for your business. But first: What is a talent acquisition strategy, and why does your organization need one?
Employers are facing a serious talent shortage. Between 2010 and 2020, the traditional pool of entry-level workers aged 16-24 shrank in size, leaving businesses struggling to find the talent they need. And as existing workers make career moves and life changes, it’s hard for employers to retain top talent, too. Hiring a contractor is a quick and effective solution to a talent shortage in your workplace. But how can you verify independent contractors’ skills and capabilities to ensure you’re working with the best? It’s simple: Use skills-based hiring techniques to screen for vital skills before you commit to hiring an independent contractor. In this guide, we explore what independent contractors are, why they can be a challenge to hire, and our top tips for using talent assessments to streamline your process for hiring an independent contractor.
At TestGorilla, we’re on a mission to help you make the best hires faster and bias-free. That’s why we are constantly upgrading our platform and our pre-employment skills assessment tests, adding new ones, and improving our product. In this article, we’ll explore the different test types you have available to you, the question types that are featured in them, and all the additional features that help you make better hiring decisions. Let’s dive in.
How can talent assessments help your business grow? Explore our talent assessment gateway to see the many benefits it offers for recruiters and hiring managers.
Gain a comprehensive understanding of how talent assessments streamline the hiring process, ensuring optimal candidate selection. Discover how these assessments drive informed decisions, enhance employee retention, and cultivate a high-performing workforce, ultimately boosting organizational productivity and success.
The average time to hire in the US is around 36 days – that’s a long time to wait for new talent to fill open roles. To make things worse, HR managers are under pressure to boost hiring efficiency. Many turn to talent pools to help; however, you can’t expect a talent pool to provide the best employees on its own. What if the niche skills you filled your pool with months ago are no longer relevant to your current roles? What if prospects you once considered “ideal” need extensive training? You risk wasting time, money, and resources without a proper talent pool management plan. Combining a well-managed talent pool with skills testing finds you candidates who are: Ready to interview Keen to learn and develop the skills you require Reliable culture adds Likely to stay with your company Below, we look at the definition of talent pool management and how talent assessments can help you keep your talent pool thriving.
Traditional hiring methods that have been relied upon for decades are facing challenges and limitations. Everywhere you look, businesses are struggling to attract and retain talent at an unprecedented scale. This desperation leads to many companies making bad hires, forcing them in a vicious, time-consuming cycle of hiring and rehiring. And, with a bad hire costing up to 200% of an employee’s yearly wages, traditional hiring methods are become a real gamble. But think about this: That difficult-to-find, highly motivated candidate may be closer than you think – they could even be in your organization already. So what’s the best way to identify that candidate? Use skills-based hiring practices. Internal recruitment, fused with talent assessments, helps your business get it right when filling an open role. If you want to read about the ins and outs of internal recruiting, you’re in the right place.
You’ve just hired a great new receptionist: He’s punctual, friendly, and organized. But there’s a problem. Half of your clients speak Spanish, and your receptionist only speaks English. You could have tested for Spanish language ability during hiring if you had recognized your clients' needs. But now you’ve made a mis-hire, worsening 50% of your customers’ experience. Understanding your hiring needs before you start recruiting is crucial. A good hiring-needs analysis makes the difference between a great hire and a mis-hire. It clarifies which skills and abilities you need in your recruitment strategy. However, identifying hiring needs is tough without a repeatable process powered by reliable tools. That’s why you must use talent assessments to understand your business’s recruitment needs and assess your candidates against them. In this guide, we explore everything you need to know about identifying hiring needs: why it matters, some common pitfalls, and the best practices for analyzing your needs early.
Tech advancements – such as our increasing reliance on artificial intelligence – are forcing companies to hire for niche skills to stay competitive. These skills are scarce, hard to forecast, in high demand, and constantly changing. Moreover, niche skills aren’t exclusive to the tech world – many industries face the challenge of attracting, hiring, and retaining niche professionals. And if you don’t have any experience in a particular niche, it’s even harder to distinguish a passable applicant from an exceptional hire. Thankfully, with skills testing, you can: Break down complex roles Test for the right skills and personality traits Objectively and confidently gauge your candidates’ niche abilities Spot high-quality candidates Hire niche experts or add them to your talent pool for future hiring initiatives If that sounds exactly like the help you need, dive into this article and explore how to use assessments to boost your organization’s niche talent acquisition efforts. If you’re keen to start taking action, jump ahead and start with our eight actionable tips.
Finding great talent for your business is no easy task. Even if you find a candidate who ticks all the traditional boxes – like years of experience and great references – it’s no guarantee that they’ll succeed as part of your company. After all the work and expense of hiring them, you might find they were only a high performer in their previous role due to specific skills and cultural alignment. It’s a costly, frustrating mistake to make. But there’s a way to identify quality candidates quickly and simply during the hiring process: talent assessments. More and more businesses are using pre-employment skills testing to evaluate candidates’ skills against the needs of open roles, making finding a quality candidate easier than ever. In this guide, we explore why it’s important to identify good qualities in a job candidate. Then we cover how to measure candidate quality using talent assessments, including actionable best practices.
Filling roles promptly is crucial to organizational growth and success. But many hiring initiatives hit roadblocks like poor communication and seemingly-endless stacks of resumes, with many high performers slipping through the cracks. Talent assessments boost hiring efficiency by quickly locating talent, reducing time-to-hire, and increasing retention. Struggling to hire a new software engineer? Skills tests, like our Software Engineering Online test, evaluate a candidate's role-specific programming skills and only take 10 minutes to complete. Instead of sitting through hours of interviews, talent assessments also measure candidates’ soft skills, personality types, and situational judgment. This way, you can focus on a candidate’s ability to do the job. In this article, we explore the common difficulties with hiring efficiency, how talent assessments boost efficiency, and the different ways to implement them into your hiring process.
Discover the diverse, effective ways to evaluate candidate potential. Find out how cognitive tests, skills-based evaluations, and behavioral assessments offer recruiters and hiring managers invaluable insights for informed decision-making.
Uncover the power of tailored assessment strategies in identifying top-tier talent aligned with your organizational objectives and company culture.
It’s easy to forget how far recruitment technology has come in the past two decades. Online job boards only started popping up in the late 1990s, with LinkedIn arriving in 2003. Until a few years ago, you had to rely on word-of-mouth referrals and cold-calling over actual telephones to connect with potential candidates. Hopeful job candidates hand-delivered printed resumes, which were promptly filed away for future use (or thrown in the garbage bin). Clearly, recruitment technology is evolving quickly, and it may look completely different by 2030.
Talent assessment is a crucial component of a company’s hiring strategy. If you’re a hiring manager or director, you need to plan out and implement a solid talent acquisition strategy facilitated by the right talent assessment tools to hire the best talent in line with your company’s needs. This article will look into the different talent assessment methods and tools you can use and some of the best options.
Software development and other coding roles require a high level of proficiency in specific coding languages. It’s essential for your business to assess applicants’ coding abilities to ensure you’re hiring individuals with the appropriate skills for the position. Tests to help you undertake a general coding assessment can be very useful and provide insights into an applicant’s proficiency in and working knowledge of the relevant coding languages. In this guide, we take a closer look at three leading talent assessment tools to help you assess applicants’ general coding skills.
One of the most important features to look for when choosing a talent assessment test platform is strong anti-cheating measures. With reduced opportunities for candidates to cheat, your pre-employment testing is fair for all candidates. You also know the results are an accurate reflection of the candidates’ aptitudes, skills, and personalities. With this in mind, we’ve researched the top providers with robust anti-cheating measures to help you find the best one for your business.
Let’s say you need to hire someone for your office in Paris. An online assessment platform will enable you to evaluate their skills objectively, even if you’re based in a different country. Another thing to consider is that candidates in your Paris location might not be fluent in English. This is why it’s good to look for online assessment platforms that not only have large test libraries but are also available in different languages. To help you find the ideal solution for your business, below we cover the top four online assessment platforms available in different languages. Read on to see what they are!
For companies striving to make informed hiring decisions, pre-employment testing software is a powerful tool for streamlining the recruitment process. These software services help assess candidates’ skills, aptitude, and organizational fit, providing valuable insights that can greatly inform the decision-making process. The top products go beyond the standard features of the rest of the pack, offering seamless integration with Application Programming Interfaces (APIs). API integration means that other software you use can “hook into” the testing platform to further automate your hiring process. The best pre-employment testing software for API integration enables seamless connectivity with other systems and software, such as applicant tracking systems (ATS) and human resource management systems (HRMS). This integration empowers you to effortlessly transfer candidate data, automate workflows, and generate comprehensive reports – all within a unified ecosystem. With good API access, pre-employment testing software becomes a powerful catalyst for efficiency and productivity. It eliminates the need for manual data entry, reduces errors, and ensures data integrity across various platforms. API integration enables organizations to leverage the full potential of their existing tools and systems for a cohesive and streamlined recruitment process.
Explore our talent assessment tools comparison in our 'TestGorilla vs.' series. We'll break down the features and pricing of different tools and help you understand their pros and cons.
Discover which one suits your recruitment needs best and makes hiring top talent a breeze. Make informed decisions to enhance your hiring process with our insights and comparisons.
Finding the right talent for your team can make or break your business. Your team is what keeps everything ticking along, so hiring the right people can unlock the potential of your business. Hiring talent can be a stressful and time-consuming process. But luckily, pre-employment testing software can reduce the likelihood of mis-hires, remove bias from the recruitment process, and streamline the interview process. In this article, we explore the pros, cons, and pricing of the top four talent assessment platforms on the market to help you pick the right one. Let’s jump in!
Testing job candidates’ skills and qualities is an effective way to get the right hires for your business. It ensures that an applicant is proficient at the skills they list on their resume and evaluates whether they’ll be a good fit for your company. Importantly, pre-employment screening helps remove human bias from your hiring process. You need the right pre-employment testing software to make better hiring decisions. This guide compares the features of TestGorilla and 123Test.
Talent assessment tools enable you to test candidates and see if their skills and personality are right for your open position. But every company has unique requirements for a job role, with some focusing purely on hard skills and others focusing on skills, traits, and culture fit. This is why the option to add custom questions is a must-have feature in any pre-employment screening platform. In this article, we’ll compare the five best talent management assessment platforms and their features to help you pick the best one for your organization.
Pre-employment testing is one of the most reliable indicators of a candidate’s success in your open role. These assessments can measure a candidate’s personality, motivation, and skills to help you understand whether they’d be a good fit for your organization – without risk of bias. The results of your assessments can help you make a fair hiring decision based on objective data. This minimizes the chance of a mis-hire and, in turn, reduces employee turnover. TestGorilla and TestDome are two popular choices for pre-employment testing tools. Read on to learn why TestGorilla is the best option to revolutionize your hiring process.
It’s important for businesses to ensure potential candidates are able to perform to company standards. For this reason, pre-employment screening tools have become increasingly prevalent and useful in determining the right fit. TestGorilla and eSkill are pre-employment screening platforms that give your company the resources to enhance its hiring methods. This comparative review will help you decide if TestGorilla is the better solution for your needs.
Resumes are becoming a thing of the past. Nowadays, pre-employment testing is the most reliable way to determine a candidate’s potential for success in a role. Not only does pre-employment testing provide greater insights into your candidate than a resume but it also eliminates unconscious bias from the recruitment process. You’ll save time and money by avoiding the need to manually screen dozens, or even hundreds, of resumes. However, with so many pre-employment screening options available, it’s tricky to know which one to choose. In this article, we’ll compare TestGorilla with WeCreateProblems (WeCP) and explain why TestGorilla is the better choice for your hiring needs.
How and where do you find the best talent? Maximize your recruitment success with our top blogs, which provide essential insights for recruiters and hiring managers. Discover innovative strategies to attract top-tier talent, how to take advantage of comprehensive recruitment methods, and how to foster a diverse, inclusive workforce.
Uncover the key to successful talent acquisition, from crafting compelling job descriptions to implementing effective interviewing techniques, to ensure a seamless recruitment process.
Finding and recruiting talented individuals is a skill. Talent acquisition specialists source the right candidates, build professional relationships, provide support through the interview process, and often train and onboard new employees. Talent acquisition professionals bring a delicate balance of sales skills, communication, marketing, organization, business acumen, and employment law knowledge to a company. Their primary role is to ensure that job applicants choose your business, not someone else’s. TestGorilla offers a range of pre-employment tests to help you measure a candidate’s skills beyond their resume. You can find a candidate who not only has the technical skills to excel in their role but the soft skills, motivation, and personality to gel with your team. Let’s explore the skills and traits a talent acquisition specialist would need to be successful in their role and how you can test for those capabilities.
Demand for good tech talent is high everywhere in the world, and this has caused a flood of inexperienced programmers to enter the market, hoping to get high-paying jobs. Many finish a three-month-long coding bootcamp or a few online courses and believe they’re ready to take on a programming role. The market for bootcamps experienced a boom during the pandemic and is projected to grow by $772.04m from 2020 to 2025, according to the market research firm Technavio. This influx of coders has muddied the talent pool and can make hiring programmers a nightmare for recruiters who don’t have technical skills. Even experienced hiring managers with tech backgrounds can have trouble filtering bad candidates because there are dozens of programming languages, many of which do the same thing in different ways. Therefore, it can be challenging to evaluate candidates for particular programming skills unless you have that specific skill set yourself. The good news is programming is a measurable skill, and you don’t have to depend entirely on proxy variables of skill, like education and experience, to identify skilled developers. In this post, we’re going to cover the five steps to follow when hiring top programmers for your organization.
Once your company hits the growth stage in which you find yourself with dozens of open roles, it’s time to hire a talent acquisition manager. While it’s not necessarily a senior role, your talent acquisition manager is the gateway to your organization. Not only are they the smiling face that greets candidates for the first time, but they also make the key decisions about who makes up your organization and who doesn’t. If your people make your company, and your talent acquisition manager finds your people, then your talent acquisition manager makes your company. Clearly, your first talent acquisition manager hire is a big one. But how do you hire a talent acquisition manager when you don’t have a… talent acquisition manager? In this article, we’ll discuss the skills to look for in a talent acquisition manager. We’ll also show you how you can use TestGorilla’s free pre-employment assessments to test these skills so that you’re confident about hiring the right person to move the talent needle in your organization.
Getting a startup off the ground is a literal adventure – it’s both challenging and exciting because it’s uncharted territory. At this point, you’re still defining your strategy, job descriptions, responsibilities, and hiring process. On top of that, the market for talent is fiercely competitive right now. Your startup needs solid recruitment strategies to stand out and attract the top candidates. But startup hiring is also an exciting and meaningful process. It’s an opportunity to nurture new relationships and build the dream team that’ll take your business to the next level. In this guide, we’ll discuss the seven best practices to facilitate recruitment for startups, from displaying a solid company culture to creating a robust, skills-based hiring process.
Millennials are currently the largest working generation, representing 35% of the total US labor force. But the prevalence of millennial employees doesn’t mean they’re easy to hire. In fact, this generation poses a series of unique challenges that traditional hiring practices aren’t equipped to handle. Millennials’ desire for new technology in hiring, the freedom to explore different career paths, and transparency in their professional relationships requires an innovative recruiting strategy to fulfill these demands. Talent assessments are a skills-based tool for hiring millennials and filling in-demand roles with quality candidates. Whether you’re hiring an engineer with our Software Engineer test or assessing candidates’ communication skills, talent assessments are the key to hiring and retaining millennials. In this article, we discuss what millennials are, the difficulties with hiring them, and how to hire millennials with talent assessments.
Far too many companies treat diversity like a trend or a corporate “checkbox.” However, many organizations don’t try to do this. They’re just trying their best to provide equal opportunities and enhance their workforces. Even so, these diversity targets often end up failing, with little to no added diversity after each hiring initiative. But hiring diverse candidates is more than just targets. It’s about building a culture of inclusivity and designing a recruitment process that gets them through the door. With the right care, hiring diverse candidates can be one of the best talent acquisition strategies you have. Diverse candidates attract more diverse candidates, so once you design the right system, it builds on itself. This blog discusses the importance and benefits of hiring diverse candidates. It also offers 8 best practices for attracting diverse candidates, like using pre-employment tests and partnering with diverse organizations.
A time-consuming talent assessment process can cost you a lot. Painful mis-hires can cost you much, much more. With TestGorilla, you can avoid these pitfalls and see a significant return on investment every single year.
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Does this scenario look familiar to you? After posting your job listing last week, you have now over 500 applications in your inbox. This is a great response but this also means that you have a lot of work to do. Your next step is to shortlist the best candidates for an interview. Now, where exactly do you start with your candidate shortlisting process? And how can you make sure that you're making fair and unbiased hiring decisions? This guide will help make your shortlisting process as objecti
In this article, we show you how to write a health care aide job description that attracts qualified candidates who want to stay. Read on to learn what to include and avoid, and grab our free template to start hiring smarter. The wrong health care aide job description can attract workers without the skills and stamina needed. This means your new hires may resign quickly, leaving you back at square one. As you write a job description for a health care aide, remember that this field is affected by
As organizations work to keep up with evolving industry demands, advancing technology, and competition, they often find themselves facing skills gaps within their workforce. A classic example is what we’ve seen during the shift to remote learning, where training firms have had to scramble to find educators proficient with distance learning and eLearning software. Skills gaps like this can dramatically impact a company’s growth, costing the US economy $13bn monthly. Organizations dealing with
You’ve got an amazing idea – now you just need a great team to help you bring it to life. But startups face unique challenges when recruiting, whether it’s the first employee or a new addition to a small team. The difficulties include finding people committed to your mission, hiring expert generalists, and ensuring candidates are agile enough to work in a growing environment – to name just a few. To make things worse, 23% of startups fail because they don’t have the right team, and hiring is usu
Small to mid-size businesses have a lot of competition when it comes to securing top talent. They’re the most common type of business, accounting for 99.9% of all businesses in America, so they must compete with thousands of other companies for great candidates. Moreover, small businesses must contend with large enterprises when recruiting, and although SMEs tend to have decent HR budgets, they certainly don’t have the money to throw around that large companies do. You can maximize your recru
Major enterprises can have an impressive tech stack and an excellent HR team, but they still face frustrating hiring challenges. The larger your company, the more likely it is that low-quality candidates get through the process. One study found that 74% of employers say they’ve hired the wrong person for a position. When you’re juggling a high volume of candidates and can’t spend a lot of time vetting them, this occurrence is common. Using talent assessments for enterprises helps you address
All hiring managers like to believe they approach every interview with the utmost professionalism and laser focus. But let’s be honest: If there was one question you’d zone out for when conducting an interview, you know which one it would be. “What are your biggest strengths and weaknesses?” It’s cliché and an invitation for a pre-rehearsed answer. However, it’s still one of the most important job interview questions you can ask. In this blog post, we’ll show you how to overcome this dilemma an
You’ve just hired a new office administrator. They’re a great communicator, and they know their way around Microsoft 365. But, two months in, you realize you actually need an admin assistant who’s a whiz with artificial intelligence (AI) tools, and you don’t have time to train people. You’re back to square one, hiring another office admin with these specific skills. However, with a hiring plan, you always have a forecast of who you need, when, and with which skills. Instead of hiring to fix prob
Employee turnover refers to the rate at which workers leave a company within a set period. Some staff turnover is inevitable for any business – even the best workplaces see a number of employees leave for other opportunities or due to career pivots and major lifestyle changes. However, if you find that employees are leaving your company at an unusual rate, there’s likely an issue within your organization. This can be costly: Acquiring a new employee to replace someone can cost anything from on
You’re checking resumes carefully and running two or three interviews for every role. Yet, you’re still hiring unreliable people who you end up letting go. Far more suitable hires are quitting your process early – they're confused, frustrated, and tired of waiting around. As in-demand professionals, their time is precious. Because of this, your hiring process needs an overhaul. Optimizing your hiring doesn’t just mean adjusting and refining job descriptions, however. There are many different sta
An ineffective onboarding process not only makes it harder for your employees to succeed, it may even drive them to jump ship. As one Paychex study finds, 80% of new hires who received poor onboarding plan to quit. But how do you ensure that your hires don’t fall into that statistic? Traditional hiring methods can make onboarding feel like a stab in the dark, where you can’t consistently deliver support on an employee’s first day. This is where a hiring workflow that integrates talent assess
An inclusive culture is crucial to a healthy, happy workforce. Countless workers walk out the door solely because they don’t feel seen, heard, or accepted. One report found that 66% of employees would quit if they felt unappreciated at work. This number jumps to 76% with millennial workers, who encompass more than a third of the workforce.[1,2] This is made even more pressing by the fact that inclusivity is a rising movement among companies. This means that if employees don’t feel accepted at on