Pre-Employment Assessments for Hiring the Right Candidates
Hiring the right candidates is one of the most important drivers of a successful business. Employees can make or break a company, and finding people with the right mix of skills, attitude, aptitude and personality is essential. Not only does the right candidate need to have the attributes required to be successful at the job, but should also have the right personality to fit in with the company’s existing culture. As such, it is necessary for companies to administer appropriate pre-employment assessment tests to find the most suitable candidates. Appliqant allows companies to include multiple types of these tests in their automated interviews.
Appliqant generates a personality profile of candidates in two distinct ways:
- A Natural Language Processing based algorithm analyzes the words spoken by the candidate in the interview and generates a personality profile. The algorithms are based on research done by Stanford University’s CoreNLP team. The Personality profile generated is on the OCEAN parameters (Openness, Conscientiousness, Extraversion, Agreeableness and Neuroticism), and also breaks it down into component parameters.
- A questionnaire/survey based profiling system that analyzes the responses of candidates to statements and generates reports on the Short Dark Triad (Machiavellianism, Narcissism and Psychopathy), and the Open Extended Jungian Type Scales. Companies can view results on absolute scales as well as on comparative scales across all other candidates in our database.
A major impediment to efficient recruitment is the embellishment that is fairly common in resumes. Any screening process should be able to discern the possibility of candidates not being completely candid in their CVs. Appliqant allows recruiters to do that in multiple ways.
- Targeted subjective questions in the interview can bring out specifics on the candidate’s professional and educational history. This can be compared against the details on the resume to establish authenticity.
- Facial recognition technology allows recruiters to determine whether the person taking the video interview is the same person who applied for the job.
- Algorithms can scour public records on social media sites like LinkedIn, Facebook and Twitter, and on University records sites to establish a candidate’s history and compare it against the submitted data.
These are tests to assess a candidate’s raw ability to perform the job being hired for. These test for knowledge of the processes, terminology, and tools required for the job, as well as the candidate’s experience and judgment in certain situations.
The Appliqant questions database has questions on hundreds of different skills across multiple industries and job types – varying from Nursing/Healthcare to Retail to Finance and Technology. Companies can use questions from our database or add their own personalized skills and questions.
In addition to raw scores for all the skills tested, Appliqant reports on the specific answers submitted by the candidate, so recruiters and hiring managers can assess the specific strengths and weaknesses of the individual.
The pre-employment assessment can optionally include a raw intelligence test. Even though IQ test scores should not be taken in isolation to evaluate a candidate, they act as valuable markers of intelligence and aptitude. IQ is a simplification of human cognitive ability – and it does a good job of testing for short term memory, reasoning, attention, planning and verbal recall.
The IQ Test in Appliqant has 3 sections – Verbal, Numbers and Spatial. The Verbal section can be made optional for non-native English language speakers.