Testing in selection processes: pros and cons

To help you decide if it's worth including tests in selection processes, we've put together a list of pros and cons to help you.

Many companies use tests in selection processes to determine if a person is qualified for the role. These tests are used to objectively assess professionals before defining a hire.

HR professionals use different tests and assessments to determine a person's skills, characteristics, and behavior in a selection process. These results allow decisions to be made based on data about who has the best grip for the position.

To help you decide if it's worth including in your selection process or not, we've put together a list of pros and cons:

Pros of using tests in the selection process

Improves the assertiveness of your assessment.

Tests work very differently from traditional assessments such as interviews, resume assessments, and phone calls. Traditional measures are not always effective, they usually do not accurately indicate whether a person has the necessary skills for the position for which they are running.

This is due to the fact that recruiters also evaluate professionals based on subjective criteria that are not always job-related. When the tests used to evaluate professionals are well designed, the result is much more objective and reliable.

Standardizes the evaluation method

Tests follow a standard format, unlike when a Recruiter has a phone conversation or an interview. Each person has a different way of answering questions. HR professionals often ask different questions of each person, and there is not always agreement on how to evaluate candidates' responses.

Well-designed tests and criteria strictly related to job skills can improve this perception. They provide the assessor with a standardized basis for comparing each person's responses and understanding which person is best suited for the role.

Save time

To save time and avoid unnecessary interviews, an alternative is to include tests before inviting a person to the process. With online resources this is even easier and more convenient.

Cons of using tests in the selection process

Make no mistake, the test is no guarantee of assertiveness.

Be sure to consider important details such as how willing the person is to improve and learn new technologies. Even those who have never had previous experience can show enthusiasm and interest in learning new things or acquiring new skills.

A test result alone may not determine who is the best person for a job. It is important to use different approaches and keep in mind that applying dozens of tests is not a guarantee of success.

Can be discriminatory

Be careful about the type and way you apply tests. It is important to have a psychologist or, above all, an experienced HR professional to conduct the application of some tests, depending on how it is designed, it can end up violating the law. Some tests may be related to the candidates' physical or mental condition and not related to work.

These practices can violate anti-discrimination laws and cause the company to incur high costs. In 2006 in the US, for example, the Equal Employment Opportunity Commission (EEOC) won a case against a company that selected people through a “strength” test.

Can generate doubts

People will not always correctly understand what is being asked in the test. In integrity tests, for example, a person might ask whether or not they agree with statements like “morality matters”. Some candidates might interpret this issue as treating others fairly, others might associate it with religion or conservatism. This type of ambiguity can generate doubts, in addition to not providing reliable results. Be sure to explain the objectives of each question or expected result very well.

They make the processes longer and can cause demotivation

Applying different tests or simply including tests during the recruitment process, includes an additional step and can impact the hiring deadline. Many people can feel unmotivated when they have to complete numerous stages of tests and do not dedicate themselves enough to show their full potential, or simply give up on the process.

Should tests be part of the process?

Tests in selection processes, when well designed, can help make everything more objective and simple to evaluate, however, it is still necessary to evaluate your criteria before deciding which is the best for your company. Tests do not extract all the information and characteristics sought in professionals. To avoid errors, it is better to use several methods in parallel to ensure a more qualified selection process. Finally, as it never hurts to remember, don't forget to give appropriate feedback at the end of your process.

References: https://resources.workable.com/stories-and-insights/pre-employment-testing