AU
NZ
UK
USA
Other countries
Need A Secret Hiring Weapon?
Some of our clients have learned how to turn testing into a secret hiring weapon. Are you worried candidates might drop out of your hiring process because you want to test them? It’s a question we get regularly. Handled well, it’s actually the reverse.
We spend a lot of time talking to accounting firms about improving their hiring processes. They tell us about the difficulties they have finding candidates, but then are disappointed with the quality of those they hire. They want to improve their processes, but worry candidates will be scared off by testing.
Those firms who are using testing tell us a different story. For them testing takes candidate engagement to a different level. By finding out more about the candidate they can have a much more focused discussion, move fast, and satisfy candidate concerns.
As one client said recently:
“Proactively talking to candidates about testing before they do it has been a game changer. Of course, no one likes being tested, but when they know why we’re doing it, and how the results will help shape their training and on-boarding, they actually embrace it. It lifts their enthusiasm about wanting to work with us.”
It’s important to discuss the purpose of testing with the candidate. How it works and how you’ll use the results. This will put them at ease. If candidates think your testing is a straight pass / fail then it’s not surprising if they are reluctant.
Here are some ways to make this secret weapon work for you:
-
Some candidates don’t interview well. Testing gives them a chance to shine.
-
Eliminate those really poor performers even before interview, reducing your cost of engagement;
-
Don’t spend precious interview time assessing things that tests are much better at uncovering;
-
Interview questions provided to you as part of a personality profile can be very targeted and immediately drill into areas you want to explore further. Not just generic questions the candidate may (or may not) have practiced answers for;
-
Knowing the work style of a candidate will mean you can fit them it to the right place in your team – the right manager, the right buddy, the right coach;
-
More interview time will be available to sell the benefits of working for your firm. Interviewing definitely goes both ways;
-
Speed up the hiring process if you find top performing candidates even before the interview.
Why the candidate will love you and your employer brand:
-
They can spend more interview time finding out about you and the likely employment experience, without wasting time being asked technical questions or untargeted work habits questions;
-
For those who are not confident interviewees testing provides an alternative way of showing their capability;
-
You are able to discuss their training plan and on-boarding with knowledge of how they will likely work with you;
-
They know you use thorough pre-hiring processes. The quality of their co-workers will be higher.
With skills (technical knowledge) and cognitive ability tests, emphasize the test is not the deciding factor for an employment offer, but one of a range of factors, and is used instead of the alternative ways of assessing their knowledge such as interview questions or case studies. Tell them the test may well stretch their knowledge, so not to be concerned if they find it difficult. Make sure they know all candidates will be doing the same test. It is not a ‘pass / fail’ exercise.
For personality tests emphasize that they should not try to ‘game’ the profile as in many good profiles there are ways this is detected, just adding uncertainty for the employer when assessing the results. If questions are answered honestly, you can use the results to place them with the right support and in the right team when they start with you. Assuming you provide the profile to them after any process is complete, they will also have it to consider issues for their own personal and professional development.
Who knew testing can be a secret weapon? More engaged candidates. More focused interviews. Faster hiring. Improved retention.
Giles Pearson | After 18 years as a partner with a large public accounting firm, Giles founded Accountests to help those recruiting accountants make better hiring decisions
