The hiring process is a huge integral part of any organization and requires careful planning and execution to find the best talent. With the layoffs and increasing competition in the job market, many companies are turning to staffing agencies to help them find the best candidates for their open positions. As a result, staffing agencies have become popular for companies looking to fill job openings quickly and efficiently. Despite this additional help, companies still need hoops to help them determine whether a candidate has the skills required to walk in & start a role.

Candidates are frustrated with the number of hoops they have to jump through, but they need to understand that hiring the wrong person is very expensive in terms of money, time, and resources. 

"They can train me," many candidates say, exasperated, but sometimes a business doesn't have the resources available to train & they need someone who can walk in and take the ground running. In staffing agencies, when one of our hires doesn't work out, the business takes a considerable loss. If several hires don't work out, the company literally will go bankrupt - our goal is a high success rate for the candidate & the company.

Many companies are still unsure whether to use pre-employment assessments and test projects during the hiring process.

This blog post will highlight ten pros and cons of using these tools.

Pros of using pre-employment assessments:

1. Objective evaluation: Pre-employment assessments are designed to provide an objective evaluation of a candidate's skills, personality, and work style. This eliminates any biases that may occur during the hiring process.
   
   
2. Cost-effective: Pre-employment assessments are cost-effective compared to other hiring methods, such as multiple interviews or group discussions. They can also save time in the hiring process.
   
   
3. Predictive accuracy: Pre-employment assessments have a high level of predictive accuracy, which means they can accurately predict a candidate's potential job performance.
   
   
4. Customization: Pre-employment assessments can be customized to fit a company's specific needs. This means that companies can tailor the assessment to evaluate the skills and traits that are most important for the job.
   
   
5. Improved Retention: Pre-employment assessments can help companies hire candidates who are a better fit for the job and the company culture. This can ultimately lead to improved retention rates and lower turnover.
   
   

Cons of using pre-employment assessments:

1. False positives and negatives: Pre-employment assessments can sometimes produce false positives or negatives. This means that a candidate may be rejected for a job they are well-suited for, or a candidate may be hired for a job they are not qualified for.
   
   
2. Time-consuming: Pre-employment assessments can be time-consuming for both the company and the candidate. This can lead to frustration and a longer hiring process.
   
   
3. Lack of context: Pre-employment assessments do not provide context for a candidate's answers. A candidate's responses may not accurately reflect their actual skills, abilities, or personality.
   
   
4. Potential legal issues: Pre-employment assessments can raise potential legal issues if they are not designed and used correctly. They may be seen as discriminatory if they are not based on job-related criteria.
   
   
5. Limited scope: Pre-employment assessments can only evaluate certain aspects of a candidate's skills and personality. They cannot comprehensively assess a candidate's potential job performance.

Pros of using test projects:

1. Realistic evaluation: Test projects objectively assess a candidate's abilities and work style. This can help companies make a more informed hiring decisions.
   
   
2. Practical assessment: Test projects can be used to assess a candidate's practical skills and knowledge. This is especially useful for technical positions that require specific skills.
   
   
3. Demonstrated competence: Test projects provide evidence of a candidate's competence, which can be valuable in hiring.
   
   
4. Reduced risk: Test projects can help companies reduce the risk of hiring the wrong candidate. They can provide a more accurate picture of a candidate's potential job performance.
   
   
5. Improved engagement: Test projects can help candidates feel more engaged in the hiring process. This can lead to a better candidate experience and improved retention rates.

Cons of using test projects:

1. Time-consuming: Test projects can be time-consuming for both the company and the candidate. This can lead to frustration and a longer hiring process.
   
   
2. Potential legal issues: Test projects can raise potential legal issues if they are not designed and used correctly. They may be seen as discriminatory if they are not based on job-related criteria.
   
   
3. Limited scope: Test projects can only evaluate certain aspects of a candidate's skills and current knowledge base. It doesn't account for their ability to quickly learn & retain information.
   
   If you're wondering whether a pre-employment assesment is the right move for your businesses needs, feel free to reach out for a free 1-hour consultation to discuss the cost-benefit analysis to your companies hiring process. We are subject matter experts in pre-employment assessments with a knowledge base ranging from price, resource, benefits, and cost.