What should employers look for in a job applicant during a skills assessment process?

During the call, employers confirm that the candidate has the right education, experience, and knowledge to do the job. They also focus on motivating the potential client to apply for a particular job to ensure that they have realistic expectations. Skills assessment tests are tests that allow you to evaluate and select potential candidates for a job based on the skills needed to be successful in their position. The skills assessment test should show what a job applicant can do while on the job.

It shouldn't put people in unusual situations. Employers need to assess skills and social skills quickly, so situations shouldn't be complicated or time consuming, especially if employers need to perform multiple skill assessment tests on multiple candidates. For more information on how to create a comprehensive skills assessment, see the 7 types of tests you need to perform a robust pre-employment assessment. If a prospective employee cannot pass the test, they do not have the necessary skills to perform the job and should not be hired.

However, for the best results, you should take a more strategic approach by incorporating skills assessment into your hiring process to ensure that you're trying everything right and achieving your overall hiring objectives. Skills assessments can radically transform your hiring process, significantly reducing hiring time and dramatically increasing the quality of your hires. With the growing workforce of the millennial generation, remote work opportunities, and the ability to hire candidates from around the world, skills assessments can level the playing field for all types of applicants. Tools such as Pluralsight provide an accessible library of evaluations and learning tools for candidates, new employees and established team members.

In addition to what you're looking for in a resume, the interview questions you use to determine the skills and other attributes of candidates are critical to determining who is most qualified to work for your company. It's generally best to evaluate soft skills in the later stages of the hiring process, when you're more confident that the candidate is a good fit for your team. Statistically, hiring bias leads to worse hiring decisions, and these skill assessments allow employers to eliminate their personal preferences from the equation. For example, consider the scenario where you have an employee who meets all the requirements but doesn't show great growth potential.

For example, if you hire a developer who needs to know Ruby, a skills assessment could offer a variety of questions focusing on Ruby. Candidates can apply for open positions by completing the skills assessment that you created for that position.