[fusion_builder_container type=”flex” hundred_percent=”no” equal_height_columns=”no” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” background_position=”center center” background_repeat=”no-repeat” fade=”no” background_parallax=”none” parallax_speed=”0.3″ video_aspect_ratio=”16:9″ video_loop=”yes” video_mute=”yes” border_style=”solid”][fusion_builder_row][fusion_builder_column type=”1_1″ type=”1_1″ background_position=”left top” border_style=”solid” border_position=”all” spacing=”yes” background_repeat=”no-repeat” margin_top=”0px” margin_bottom=”0px” animation_speed=”0.3″ animation_direction=”left” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” center_content=”no” last=”no” hover_type=”none” min_height=”” link=””][fusion_text]
The technical tests are a useful tool to evaluate the skills and competencies of candidates in a selection process.
However, if not used effectively, they can become a barrier to recruiting top talent.
According to a study by the consulting firm McKinsey & Company, highly skilled employees are up to 80% more productive than average employees.
On the other hand, hiring a bad candidate can cost a company up to 30% of the employee’s annual salary. up to 30% of the employee’s annual salary according to the U.S. Department of Labor.
This data demonstrates the importance of an effective selection process for companies .Hiring validated talent is very important for any organization.
In the following note we review some of the most effective ways to achieve a positive experience for candidates and how to make technical tests an ally in the selection process.
Technical Tests: How to Use Them to Your Advantage
Clarifies the purpose and importance of the technical test
It is important that candidates understand why they are being asked to take a technical test and how the test results will be used.
Be sure to explain the purpose and importance of the test, as well as the criteria that will be used to evaluate their performance.
Be transparent with candidates
You should be transparent with candidates about the test format, duration and materials to be used.
This will allow them to prepare adequately and feel more comfortable during the process.
A study conducted by the BBC in London indicates that only 12.6% of companies include the salaries offered during the recruitment process.
This information can be important to clarify expectations with the candidate.
Adapt the technical test to the level of the position
Make sure that the technical test is designed to assess the skills and knowledge required for the position in question.
It must be adapted to the level of the position to be filled, as the requirements may vary significantly according to the technical level required for each role.
Provides feedback and opportunities for improvement
After candidates have completed the technical test, it is important to provide constructive feedback on performance and suggest areas and spaces for potential improvement.
These dynamics allow us to know what the candidate should work on for future searches.
Uses appropriate tools for technical testing
Make sure you have an online testing tool in place to clarify the process.
Platforms of this type will make the testing and assessment process, along with the feedback process much easier to perform, providing an optimal experience for both the company and the candidate.
Considerthe option of practical technical tests
In turn, in some cases, it may be useful to include a technical test of the practical type in some section of the selection process.
This allows candidates to demonstrate key skills in a practical, business-oriented environment.
Final conclusions
In conclusion, by using technical tests effectively, you can gain valuable information about candidates’ knowledge and skills, while providing them with a positive experience in the selection process.
By following these tips, you can ensure that technical testing is a useful tool and not a barrier to hiring top talent.
Where are we today?
In the case of Argentina, according to BCG and The Network, 53% of Argentines would reject an attractive job offer altogether if they had a negative experience during the recruitment process.
On the other hand, 73% said that a smooth and timely process is the main thing that makes an employer stand out during recruitment.
[/fusion_text][/fusion_builder_column][/fusion_builder_row][/fusion_builder_container]
