There is a vocal voice that states everyone lies. This might be an exaggerating statement but holds a sense of logic. Not everyone is expected to lie, but some tend to do as they hold the information in a positive light. You could have gone on to find the ideal candidate for your company, might have gone on to meet them, you do not know them and what is the process so as to know them better. At this juncture a pre -employment skills test comes into prominence.
More about pre- employment checks
As part of the recruitment process pre- employment checks are crucial. This goes on to reduce the risk of hiring someone who might provide you with business difficulties. As part of the process references are important, hiring managers go on to evaluate the social media presence of a candidate. It is also possible to check out the qualifications of a candidate and employment history. Even you can go on to conduct health checks financial checks if you feel that it is relevant to your role along with the needs of your business.
There are checks that you need to conduct as per laws stating that a person can work in a given country or not. If you are young and work vulnerable people then criminal history needs to be checked.
Why are pre- employment checks important?
Check is going to take place once you have gone on to conduct an interview. It could be before or after a job offer as there are pros along with cons of each of them.
Before offering a job
Before a job offering could reduce the time in between offering someone a job along with the start date as investigations have already gone on to take place. This means that if something major negative does not emerge about a candidate you can move over to the next one. But it could be an expensive proportion as you have to flip through potential candidates and make sure that you are legally allowed to do so.
Once the job is offered
This is a common rule as it means that you have the only candidate to vet. But a drawback is that if it fails you need to start the process from scratch. You might even have to tell the candidate on whether they are not unsuccessful as this could make things difficult if they have gone on to give notice in their current job. In due course of time they might even face financial difficulties.
Being a recruiter screening of candidate works out to be an important step. But to analyse hundreds of applications and selecting the right candidate so as to choose the right candidate seems to be a really daunting task. Companies are on the lookout for innovative ways to validate an essential recruitment process. Pre-employment screening goes on to play an important role as far as screening of candidates is concerned. When you combine it with new tools, it goes on to speed up the process of recruitment and selection of the best candidates for a job position.
The moment you bring an employee to a company a long term investment in terms of boarding and training is provided. Once you make the best hiring decisions it has an impact on the company paving way for increased levels of productivity and low turnover rates. On the other hand if you are not able to hire the best fit for a job, new employees would go on to succeed in a job and the time along with effort that a company spend is lost.
Screening candidates in an efficient manner
It is possible to avoid hiring of bad candidates and work on the quality of hire. But still it requires you to go beyond the traditional methods of hiring. Implementation of pre -employment screening is a better way of strengthening the hiring process as candidates are screened in an efficient manner. The nature of such tests is that it evaluates a candidate on the basis of their personality, emotional intelligence etc. Considering the type of pre- employment test you can go for one that matches your needs.
Evaluating the true potential of a candidate
Candidates are often known to mention misleading statements on their CV. Even during the process of recruitment, they bypass important information so as to formulate a positive image in the minds of an interviewer. A personality test is going to provide you with data vital driven insights helping them to evaluate candidates and in the process go for viable hiring decisions. For example personality traits in the form of performance, achievement go on to have an important role in job performance.
Once an overview of the behavioural tendencies of a candidate is found, it enables you to understand whether a candidate would be a top performer and whether they are going to fit in the culture of the company. Rather than simply analysing a CV a personality test would enable you to understand more about a candidate in details. So you are able to spot the real abilities of a candidate and make a proper recruitment call.
The fact of the matter is selection of the right candidate is a major hassle and an efficient system of recruitment has to be in place. This would enable you to select the right candidate for the company and would justify the job position. An evidence based recruitment process works out to be the key enables you to make the right sort of hiring decisions and helps you to keep away from bad hires.
With the help of a pre- employment screening testing and a personality module not only it ensures that the poor candidates end up in the last stage of the hiring process. In due course of time you might even end up choosing expectation candidates who might have gone ignored in the traditional process of recruitment.