Game-based assessments in recruitment have gained significant popularity in recent years as a unique, engaging, and highly effective approach for assessing candidates’ skills, behaviors, and personalities.
Recruitment is a fast-growing and innovative space where employers and HR professionals are constantly looking for new and improved methods to identify and hire top talent. Cost pressures and advancement in assessment science in the last decade have prompted many business leaders to further rethink their hiring processes, placing a greater emphasis on candidate engagement and game-based assessments. With many companies adopting them as a part of their recruitment assessment strategy, online game-based assessments are now just as popular as the traditional resume and interview process.
But how do game-based assessments work? And when should they be integrated into the recruitment process?
In this article, we explore the intricacies of game-based assessments, highlighting the differences between game-based assessments and gamified assessments, their benefits and limitations, and the reasons why you should jump on board with this modern approach to recruitment, just as many organizations have successfully done.
Game based assessments offer a compelling alternative to traditional assessment methods, thanks to their ability to accurately measure candidates’ skills and behaviors whilst ensuring an engaging and enjoyable candidate experience. Gamification in recruitment is a useful tool for businesses aiming to make informed hiring decisions and build high-performing teams.
Whether you’re a talent acquisition expert, hiring manager, or HR professional, read on to discover how game based assessments can help you identify, engage, and hire top best-fit talent.
In recent years, both game-based assessments and gamified assessments have emerged as modern and innovative assessment methods used in the hiring process for candidate evaluation. While these two terms are often used interchangeably, they actually refer to two distinct types of assessments that have different purposes and design principles. But what is the difference between game-based assessments and gamified assessments?
A game-based assessment is a type of psychometric assessment that utilizes game mechanics to accurately measure job-related cognitive abilities, behaviors, and personality traits, such as numerical aptitude, problem-solving, and decision-making.
Instead of a traditional question-based format, game-based assessments involve interactive and immersive tasks with scoring systems, feedback mechanisms, levels, and increasing difficulty. They are designed to provide a more engaging and enjoyable experience for candidates compared to traditional assessments.
A recent study revealed that candidates prefer game-based assessments over traditional question-and-answer tests, with 26% of candidates strongly agreeing and 25% somewhat agreeing. This preference is particularly evident amongst younger candidates (34 and under) compared to older ones.
A gamified assessment is a traditional assessment that has been modified to include game-like elements, such as points, badges, leaderboards, and rewards to increase candidate motivation and engagement.
How do gamified assessments work? Gamified assessments for recruitment are not necessarily based on games themselves, but they incorporate game design principles to enhance the assessment experience. For example, a gamified assessment might award points for completing certain tasks, or display a leaderboard that shows how the candidate compares to other applicants.
Gamification in recruiting refers to the incorporation of gaming elements into a conventional non-game-related recruitment process. Applied strategically with the right tools and technology, this can help assess candidates and make the hiring assessment process more progressive and engaging.
In summary, game-based assessments and gamified assessments are innovative and effective methods for candidate assessment and selection. In the following sections, we will explore these assessments in more detail, including the science behind them, what skills are assessed, and how employers are using them to revolutionize their recruitment strategies.
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First and foremost, game based assessments are rooted in the principles of psychometrics, the field of study concerned with measuring psychological variables such as cognitive ability, behavior, and personality. Psychometric assessments have been used in hiring for many years, with the aim of providing objective and reliable insights into job-related skills, competencies, and preferences.
But how do game-based assessments measure candidate abilities and performance?
Game-based assessments use data analytics and machine learning algorithms to track and analyze the behavior of candidates as they navigate through the recruitment game. By collecting data from data points, such as response time, decision-making, interactions, and outcomes, game-based assessments provide objective insight into a candidate’s cognitive and behavioral strengths. These two aspects are most predictive of job performance.
We will now take a look at how game-based assessments differ to traditional psychometric assessments, such as aptitude tests and personality tests.
Traditional psychometric tests and game-based assessments differ in their design and approach to measuring candidates’ abilities. Whilst traditional psychometric assessments have a long history of scientific research and validation and are widely accepted as the norm for candidate assessment, game-based assessments have proven to enhance the candidate experience, reduce biases, and offer a more accurate evaluation of candidates’ natural abilities in a more engaging and positive way.
Traditional psychometric assessments versus game-based assessments
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It’s important to note that both traditional psychometric tests and game based assessments in recruitment have their strengths and limitations. While game based assessments can be used to replace traditional psychometric assessments, we recommend that they are used as a tool to supplement and enhance more traditional selection methods. Game based assessments offer a unique and engaging way to assess candidates, however, traditional psychometric tests remain the essential tool to measure specific cognitive abilities, such as numerical reasoning or verbal comprehension.
Ultimately, the choice between using a traditional psychometric test or a game based assessment for recruitment will depend on the specific needs of your organization and the skills you want to assess. A balanced approach that uses a combination of both assessment types can be most effective in identifying the right candidates for the job.
It was found that game based assessments are a growing trend in HR and talent acquisition as they provide valuable comprehensive insight into the potential of future hires during employee selection assessment.
Let’s now move onto the common types of game-based assessments and what they assess.
Game-based assessments utilize game-like tasks and challenges to test specific skills and traits that are predictive of on-the-job performance, for example, problem-solving, decision-making, critical thinking, learning agility, and resilience. In this section, we explore the common types of online game-based assessments and the various skills and competencies that are assessed in candidates.
Cognitive ability refers to the functions and skills involved in perception, memory, learning, reasoning, judgment, and understanding. Game based assessments in recruitment can measure cognitive abilities such as mental arithmetic, problem-solving, attention, and memory. These abilities are crucial for job roles that involve complex problems and require critical thinking and decision-making under time pressure.
Game-based assessments can also effectively assess candidates’ behavioral competencies and soft skills, such as communication skills, multitasking and prioritizing, teamwork, leadership, and adaptability, which are essential for success in most job roles.
Through job simulations, game-based assessments can also evaluate job-specific skills such as programming, data analysis, and customer service. This style of game-based assessment replicates real-world workplace scenarios in a game-like environment and assesses how candidates approach and deal with problems effectively.
Emotional intelligence refers to the ability to recognize, understand, and manage emotions of themselves and of others. Game based assessments in recruitment, such as the i-EQ™ game-based assessment, can measure emotional intelligence through tasks that require candidates to display empathy, self-awareness, and social skills.
Game based assessments can also be an effective method for capturing candidates’ personality and preferences. One example is the Balloon Analogue Risk Task BART game. Although this task may seem to only measure one personality trait – risk-taking – in fact it also looks at candidates’ decision-making, sociability, and work management.
Game-based assessments can be designed to assess cognitive abilities, soft skills, job-specific skills, emotional intelligence, and personality traits, which are all crucial for recruiters to paint a well-rounded picture of a candidate. By incorporating game-based hiring assessments into recruitment strategies, HR professionals can make informed hiring decisions that lead to improved job performance and lower turnover rates.
In the next section, we will explore the many benefits of why employers do and should use game-based assessments for their hiring.
Game-based assessments, in recent years, have become a reliable and innovative tool for quickly and accurately determining a candidate’s suitability and potential for a given role. In this section, we explore the benefits of using game based assessments in recruitment, including how they create a more positive candidate experience, reduce biases and discrimination in the hiring process, and save time and money for recruiters.
Game-based assessments are designed to create a more relaxed, stress-free assessment environment for candidates by replacing traditional questions with interactive and immersive tasks. Many candidates report feeling at ease whilst taking a game-based assessment that they forgot they’re being assessed.
Did you know? 70% of candidates say they have had a positive experience with game-based assessments, compared to 41% who said the same about traditional assessments (HireVue).
Employers who can offer candidates an engaging, fun, and positive recruitment experience are more likely to attract and retain top talent. This can help to increase candidate engagement, reduce application withdrawals, and expand the pool of high-quality candidates, making it easier for employers to find the right person for the job.
An enhanced candidate experience through game-based assessments also boosts employer brand. These assessments convey employers as innovative, dynamic and attentive to candidate experiences. This is an important competitive edge for companies in the war for talent, helping to retain candidates during the hiring process and attract higher-quality candidates in the future.
A survey by TalentLMS revealed that 78% of candidates claim a gamified recruiting process makes a company more attractive and desirable to work for.
Due to their uniqueness, adaptive difficulty, and immersive nature, game based assessments aim to measure candidates’ natural behaviors and cognitive abilities. This offers employers authentic trustworthy insight into candidates to help them accurately predict their job performance. Employers can make informed hiring decisions with confidence, leading to better hiring quality.
Automated online game-based assessments streamline the hiring process, allowing employers to screen candidates quickly and efficiently. Thousands of candidates can be tested in minutes and the results immediately accessed in one click, saving recruiters time and effort.
Most game-based assessments take less than 10 minutes to complete. This is because they can rapidly capture a holistic view of cognitive skills and achieve sufficient measurement reliability in a short period of time, removing the need for a lengthy recruitment assessment process. For example, multiple game-based assessments can be administered in the same time it takes to complete one traditional ability test.
Once developed or through using a third-party assessment provider, game-based assessments have a relatively low cost per candidate to administer, making them a cost-efficient selection method.
Game-based assessments can reduce the time-to-hire by up to 50% (AssessTEAM).
Game-based assessments have convergent validity and test-retest reliability. The use of data points and machine learning algorithms ensures that insights are data-backed and objective. This minimizes the influence of conscious and unconscious biases. Candidates are assessed based on their skills and performance rather than demographic factors or preconceived notions, creating a fair, inclusive, and objective assessment process.
Contrastingly, traditional recruitment processes, such as CVs and interviews, are often subject to biases related to candidates’ education, background, gender, and ethnicity. This can result in candidates being assessed on varying and potentially unfair criteria.
By using game-based hiring assessments, employers’ recruitment processes appeal to a broader range of candidates, enlarging and diversifying the talent pool. These assessments can also identify candidates with a more diverse range of skills and competencies. This can help to create a more diverse and inclusive workforce.
Are you aware? Game based assessments have been proven to alleviate test-taking anxiety. This can help to ensure that all candidates are evaluated fairly and objectively, without being hindered by external factors such as anxiety.
Game assessments are designed to ensure there is no need for candidates to have prior gaming experience. The game assessment process is as simple as a traditional psychometric test.
By incorporating game-based assessments into your hiring assessment process, employers can make more informed decisions about which candidates to hire, leading to a more successful and productive workforce that performs better and stays longer.
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However, like any assessment methodology, there must be a consideration of the drawbacks in using them so you can make an informed decision for your hiring process.
Solution: Combine game-based assessments with other types of assessments, such as traditional cognitive ability tests or personality questionnaires. This can provide a comprehensive evaluation of a candidate’s abilities.
Solution: Game assessments have been scientifically validated as an effective selection tool for hiring.
Solution: Whilst looking for solutions on the market, consider checking what measures the assessment test providers offer to prevent cheating. Many third-party assessment providers, like Assess Candidates, will offer cheat detection technology and mechanisms
Solution: Partner with third-party vendors or providers, like Assess Candidates, who specialize in game-based assessments. We can offer cost-effective solutions that are tailored to the needs of the employer, including pre-existing assessment games. Additionally, employers can consider using game-based assessments as a supplemental tool rather than a replacement for traditional assessment methods, which can help reduce the overall cost of the recruitment process.
Now that we have gone through both the benefits and drawbacks, we will focus on the use-cases for game-based assessments; at what stage and in what situations are game-based hiring assessments commonly used for recruitment.
Game-based assessments can be implemented at different stages throughout the recruitment process, but are most effective at the early to mid-phase of hiring assessments, and can be used to assess candidates at all levels. Employers will invite applicants to take a game-based assessment online, either instead of or in combination with other online employment assessments, such as numerical, verbal, and logical reasoning tests, situational judgment tests, and/or personality tests. This is a good method to screen candidates and sift before moving on to video or in-person interviews or assessment centers.
Game assessments are usually distributed online. A candidate receives a link to a pre-employment testing platform and has a dedicated period of time (usually several days) to complete the game assessment. Recruiters then review candidate results and select individuals to advance to the next round of hiring assessment.
Below is a detailed explanation of how game-based assessments can be effectively implemented at various different stages of the hiring process:
The incorporation of game-based assessments at different stages of the recruitment assessment process can help organizations reduce biases, ensure a positive engaging candidate experience, and make more informed hiring decisions.
Are game-based assessments suitable for all roles or all organizations?
The simple answer is…no. Game-based assessments are particularly effective in assessing candidates for roles that require strong cognitive skills, such as consultants and software developers, or for leadership and management positions that require real-world behavioral competencies, such as decision-making and problem-solving. However, roles that require specific technical skills or knowledge may be better evaluated through traditional assessment methods.
When deciding whether to implement game based assessments, it’s imperative to consider the specific needs of your role and organization.
Game-based assessments as high-volume hiring assessments are typically used by organizations who have launched structured graduate schemes and want to hire several graduates in a relatively short period of time.
Game-based assessments are being increasingly used in the recruitment processes of large multinational organizations as well as smaller progressive companies and startups looking to harness this innovative technology. Here is a list of some of the top employers using game-based assessments for hiring:
Game-based assessments are commonly used for recruitment in various industries, including technology, consultancy, banking, and finance:
Below, we outline some example roles where game-based assessments could be used to assess candidates and enhance the recruitment process.
Using game-based assessments as hiring assessments for technology roles:
The variety of skills required for these technology roles makes using game-based assessments in the hiring process particularly appropriate. Some of Assess Candidates game assessments that can aid in assessing these necessary skills include:
Using game-based assessments as hiring assessments for banking and finance roles:
The diverse skill set required for these financial roles makes incorporating game-based assessments in the hiring process highly effective. Some of Assess Candidates game-based assessments that can help evaluate these essential skills include:
Using game-based assessments as hiring assessments for consulting roles:
The varied skills required for these consultancy roles makes game-based assessments an effective selection method for the recruitment process . Some of Assess Candidates game-based assessments that can help evaluate these necessary skills include:
We will now cover these specific game based assessments, which are commonly used by employers for recruitment, in more detail.
Game based assessments can range from simple interactive tasks and challenges that assess cognitive skills and behavior within a game format to immersive job simulation experiences that analyze a candidate’s personality traits, behaviors, and skills to predict their one-the-job performance.
Below is a table that outlines the different online game-based assessments from Assess Candidates, the skills that are measured and the industries they could be used in:
Assess Candidates Game-Based Assessments | Skills measured: | Useful for industries: |
BART | Preferences & Risk-Taking | Banking, Consulting, Finance |
i-EQ™ | Emotion Recognition | Banking, Consulting, Finance |
MathBubbles™ | Mental Arithmetic | Banking, Consulting, FMCG, Technology |
MTA-Tray™ | Organizing, Attention and Multitasking | Accounting, Banking, Consulting |
Flanker Task | Selective Attention | Banking, Consulting, Technology |
Cognition-M™ | Cognitive Memory | FMCG, Consulting, Technology |
Cognition-A™ | Cognitive Attention | Consulting, Pharma |
PassCode™ | Attention and Resilience | Banking, Finance, Technology |
Here is some more detail behind each of these pre-employment game-based assessments.
How does the BART Game work?
Based on the Balloon Analogue Risk Task from Lejuez et al. (2002), this game involves pumping balloons to collect tokens.
There are 15 balloons in total. To inflate the balloon, candidates will press the ‘inflate me’ button which will earn them tokens. Candidates can bank their total tokens at any time by clicking the ‘collect me’ button or they can choose to continue pumping with the risk that the balloon could burst and they would lose all their tokens for that balloon.
The BART game measures candidates’ preferences and personality, specifically their risk-taking, decision-making, and sociability. This correlates to how candidates might prefer to approach risks and complex decisions in the workplace.
The BART game-based assessment is untimed, but should take under 5 minutes to complete.
How does the i-EQ™ Game work?
The i-EQ™ game requires candidates to accurately recognize the emotional expressions of different people’s faces and body languages from pictures. There are 40 faces in total.
This game assesses one aspect of emotional intelligence and sociability. How well candidates understand and manage the emotions of others correlates to how well and naturally they communicate, empathize, and work with others.
The i-EQ™ game-based hiring assessment takes 3 minutes to complete.
How does the MathBubbles™ Game work?
The MathBubbles™ game presents candidates with math sums in bubbles and requires them to calculate and select the correct bubbles which correctly reach a target number. There are 10 bubbles per round and 9 rounds in total.
This game measures candidates’ mental arithmetic and technical ability to quickly calculate numerical sums. This correlates to how candidates might naturally handle numerical information under time pressures in the workplace.
The MathBubbles™ game-based assessment takes 5 minutes to complete, with each round lasting 30 seconds.
How does the MTA-Tray™ Game work?
The MTA-Tray™ game involves sorting colored parcels into the correct colored mailbox in a large post office. There are different types of mail that need to be sent to the correct centers, with some awarding more points than others. There are 63 parcels in total and 3 rounds.
This game tests candidates’ organizational, multi-tasking, and prioritization skills when dealing with multiple sources of information and tasks in the workplace. It also measures accuracy and attention to detail.
The MTA-Tray™ game based assessment takes 6 minutes to complete.
How does the Flanker Task Game work?
Based on the Eriksen and Eriksen Flanker Task (1974), candidates are presented with multiple fish in a line that are pointing in a particular direction. Using the keyboard or on-screen arrows, candidates have a couple of seconds to indicate the direction of the center ‘target’ fish, whilst ignoring the direction of other neighboring ‘distractor’ fish. There are 80 rounds in total.
The Flanker Task game measures candidates’ attention and attention-suppression, their ability to ignore. distracting irrelevant information. This correlates to how candidates might naturally be able to concentrate and analyze information in high-pressured work environments.
The Flanker Task game-based assessment is untimed, but should take under 5 minutes to complete.
How does the Cognition-M™ Game work?
The Cognition-M™ game requires candidates to remember the positioning and sequence of orange blocks after they appear for a few seconds and then disappear. The number of orange blocks and the difficulty level increases after each correct answer. Candidates continue playing until failure, when the session will end.
This game focuses on candidates’ short-term memory to determine how they might naturally process multiple sources of information, remember key information daily, and stay organized in the workplace.
The Cognition-M™ game-based assessment is untimed, but should take under 3 minutes to complete.
How does the Cognition-A™ Game work?
Incorporating the Stroop Effect (1935), the Cognition-A™ game works by presenting candidates with a rectangle box and asking them to match colored shapes to the correct color word of the sides of the rectangle. For example, a red colored object would move to the side labeled ‘red’, ignoring the color of the background. Candidates continue playing until failure, when the session will end.
This game measures attention and accuracy to determine how candidates might naturally process and handle multiple sources of information at the same time in the workplace.
The Cognition-A™ game-based hiring assessment is untimed, but should take under 3 minutes to complete.
How does the PassCode™ Game work?
The PassCode™ game asks candidates to select the green tick once the desired digit is highlighted in order to crack the code for the mobile phone. If done incorrectly or too fast or too slow, the code is reset. There are 5 codes to crack.
This game assesses candidates’ attention levels and resilience. This correlates to how candidates might concentrate, make quick accurate decisions, and bounce back against mistakes and challenges in the workplace.
The PassCode™ game based assessment is untimed, but should take under 5 minutes to complete.
Now we will delve into why employers are using Assess Candidates game-based assessments to enhance their hiring assessment processes and select top best-fit talent.
At Assess Candidates, we specialize in game-based assessments that use interactive tasks and challenges to measure specific cognitive skills and/or behavioral competencies, providing a more engaging and enjoyable experience for your candidates.
Here is an example of our reporting dashboard available on Assess Candidates, which will be accessible to you as a hiring manager or talent acquisition professional when assessing candidates.
Imagine a mid-sized accounting firm is struggling to identify and hire the right candidates for its entry-level accounting positions. In this scenario, their current recruitment assessment process attracts motivated and culturally-fit candidates, but fails to adequately assess the necessary accounting knowledge and technical skills required for the roles. This causes mis-hires, extra training costs, and dissatisfaction among HR business leaders. The firm would need a more effective way to assess candidates’ accounting knowledge, numeracy, critical thinking, and problem-solving skills.
In this scenario, Assess Candidates would recommend using a game-based assessment alongside other traditional psychometric assessments, to quickly and accurately measure the key competencies needed for success in this firm’s accounting roles. The game-based assessment, MathBubbles™, would provide an engaging candidate experience and, alongside a pre-employment numerical reasoning test, help evaluate the numerical abilities of candidates under time pressure. This is an essential skill for accountancy work. Additionally, a situational judgment test would measure essential accounting skills, and a personality questionnaire would assess whether candidate preferences align with the role.
By implementing a blend of assessments, the accounting firm would be able to identify and hire top talent more effectively, ensuring new hires have the desired technical skills, preferences and behavioral competencies for the entry-level accounting positions. This approach would offer a more accurate and reliable method to assess candidate skills, while ensuring an engaging assessment experience.
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Game-based assessments can measure cognitive abilities, behaviors, and/or personality traits using interactive game mechanics. These assessments particularly excel in evaluating cognitive skills, such as numeracy, problem-solving, decision-making, attention, and memory. By measuring both conscious and unconscious behaviors, game assessments provide accurate insights, which enable employers to predict candidates’ job performance. This makes game-based assessments a highly effective recruitment tool.
Game-based assessments are highly effective for hiring. They undergo rigorous scientific research and validation to ensure accurate assessment of candidates’ skills, behaviors, and preferences. By simulating real-world tasks, these assessments offer deeper insights into candidates’ job performance and cultural fit within an organization. Success stories from companies like IBM and EY demonstrate the effectiveness of game assessments in improving candidate engagement and predicting job fit.
Game-based assessments can be effectively implemented at various stages of the recruitment process. They are particularly beneficial during initial screening to sift and identify top candidates to invite to the next recruitment stage. Game-based assessments can also be used during skill evaluation phases, for in-person interviews, and final evaluation.
Yes, game-based assessments are designed to ensure objectivity in the hiring process by using standardized metrics, reliable data, and machine learning algorithms to assess candidates. They reduce biases by focusing on objective skills and behaviors, rather than subjective judgments and preconceived notions. Data driven game-based assessments offer employers a fair candidate assessment for bias-free hiring decisions.
Game-based assessments vary in difficulty based on the skills they measure. Although challenging, they are interactive and engaging games designed to ease candidate stress and anxiety during the hiring process. The main challenge for candidates is their unfamiliarity; however, game-based assessments adapt to different skill levels, allowing for identification of each individual candidates’ strengths and weaknesses.
Game-based assessments streamline the hiring process by quickly and efficiently assessing candidates’ skills and competencies. They eliminate the need for lengthy manual screening of applicants’ CVs and cover letters, saving time and workload. Additionally, game-based assessments help identify top best-fit talent early on in the recruitment process, minimizing the risk of mis-hires and costly training expenses.
Numerical reasoning tests are among the most popular hiring tools that organizations leverage to screen candidates and identify top talent who have the required skills and abilities to succeed in their role.
As recruiters, hiring managers, and talent acquisition experts, you will be aware that with the growth of remote work and online job boards, such as LinkedIn, candidates are now able to apply to hundreds of jobs with one click. This has made screening applications and selecting best-fit candidates more time-consuming, difficult, and costly.
In response to this, companies need to strategically design their candidate selection processes to incorporate a range of hiring tools, such as online psychometric tests, video interviews, game-based assessments, and assessment centers. These employment testing tools create a recruitment funnel that helps recruiters to quickly and cost-effectively sift and hire the top best-fit candidates.
In this article, we focus on exploring one hiring tool in-depth: the numerical reasoning test. We look at what pre-employment numerical tests measure, their benefits and limitations, the reasons why employers are using numerical tests in their hiring processes and how you can do this too for your organization.
Numerical reasoning tests present a compelling case as to why they are one of the most popular hiring tests within recruitment. They are an effective method for assessing candidates’ cognitive abilities, whilst allowing recruiters to save time by filtering out individuals who don’t have the necessary skills for the role. We believe numerical testing is a valuable selection tool for businesses to make informed hiring decisions and build higher-skilled teams.
Whether you’re a hiring manager or HR professional, continue reading to discover how numerical assessments can help you select and hire top best-fit talent.
A numerical reasoning test, or numerical reasoning aptitude test as it is also often called, is a type of pre-employment aptitude test. Whereas other pre-employment aptitude tests revolve around aptitudes such as verbal comprehension or critical thinking, numerical tests focus on a candidate’s ability to understand, interpret, and manipulate numerical data accurately.
Although a basic knowledge of mathematics is expected, it is important to note that the numerical reasoning assessment is not a math test nor does it aim to follow the math syllabus.
Numerical reasoning aptitude tests are widely used in recruitment, administered as online pre-employment tests or as part of the in-person interview and assessment center process, depending on the organization’s requirements. They are typically timed, involve multiple-choice questions, and ask candidates to analyze and draw conclusions from numerical information presented in the format of charts, tables, and graphs.
For recruiters and hiring managers, numerical reasoning tests should form a fundamental part of the candidate selection process. For data-heavy roles, involving numbers, financial analysis, and data interpretations, numerical tests are essential to identify candidates with strong numerical aptitude. However, we recommend using numerical tests in hiring for all roles as numerical understanding and application is an essential skill required across most industries and many roles, not just those that are traditionally numbers-based.
In the following sections, we will explore these assessments in more detail, including what specific numerical abilities and problem-solving skills they measure, their format, and how employers are leveraging them in their recruitment strategies.
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Numerical reasoning tests are rooted in the principles of psychometric assessments, a field of assessments that has been used in hiring for decades in order to objectively measure psychological variables in candidates such as job-related cognitive abilities, behavior, and personality.
Numerical reasoning tests fall under the bracket of cognitive ability tests and are in fact even referred to as numerical ability tests. This means that they measure candidates’ cognitive ability in numerical reasoning.
In a nutshell, numerical reasoning refers to the ability to reason with numerical data. To expand on this, numerical reasoning skills go beyond basic mathematical knowledge and involve understanding, interpreting, and managing complex numerical information and patterns to reach logical conclusions and solve problems accurately.
Numerical reasoning, therefore, serves as a reliable predictor of how individuals may handle numbers and numerical problems in the workplace, helping recruiters to predict candidates’ on-the-job performance. For example, candidates identified as having strong numerical reasoning skills, in the workplace are likely to be able to:
Numerical reasoning skills are assessed through a numerical test, where candidates are presented with job-related tasks and challenges requiring interpretation and manipulation of numbers, financial data, number patterns, charts, and graphs. Candidates often have to perform multiple operations to reach the correct answer.
But what various skills and abilities are involved in the term ‘numerical reasoning skills’?
Numerical reasoning skills is an umbrella term encompassing a wide range of other essential workplace abilities and skills. Here is a simplified list:
Numerical reasoning is one of the most sought-after valuable skills in modern business. Across nearly every sector and department – from tech and finance to marketing, retail, and engineering – employees work with numbers and data. As business processes become increasingly digitized and the world of big data expands, organizations need employees who can efficiently analyze datasets, interpret graphs, and draw meaningful insights from data for informed decision-making.
Numerical reasoning is particularly important in industries that inherently involve the use of numbers, such as in finance, banking, accounting, engineering, and data analytics. More specifically, a high proficiency in numerical reasoning is critical for tasks, such as reading financial statements, managing the financial wealth of businesses, risk and budget assessments, optimizing operational strategies, and performance analytics.
Investing in the numerical reasoning skills of your current and future employees is essential for enhancing company performance, modernizing your business, and gaining a competitive edge. Numerical reasoning empowers employees to extract valuable insights, make informed business decisions, and solve problems based on reliable data. In contrast, a lack of strong numerical reasoning skills in teams and organizations can lead to costly financial errors, missed opportunities, poor strategic decision-making, and data inaccuracies.
Despite this, many companies still miss the opportunity to accurately assess numerical reasoning skills in their hiring processes, particularly for roles where numbers aren’t immediately apparent. Instead, they rely on CVs to determine candidates’ numerical abilities, a method proven to be a poor predictor of cognitive abilities. On the other hand, pre-employment numerical reasoning tests are a scientifically-validated, reliable method of gauging a candidate’s numerical reasoning abilities during the hiring process. These numerical assessments also efficiently sift and filter out candidates who don’t meet the minimum requirements, advancing only those with the desired numerical skills.
For example, imagine your business is hiring for an investment banking role, we would recommend implementing a numerical assessment test to determine candidates’ abilities to analyze financial data, perform financial calculations, and reach logical conclusions. Hiring candidates who excel in this numerical test could positively contribute to financial decisions and your business’s overall success.
Let’s now take a look at an example of a numerical assessment and its format.
Numerical reasoning tests are typically timed assessments that present candidates with 15-30 multiple-choice questions via an online testing platform. As the test progresses, the difficulty of the questions often increases, while the time limit remains demanding. This requires candidates to balance their speed and accuracy, working efficiently under time pressure in order to complete the test and perform well.
Candidates will be presented with numerical information in various formats and be asked to reason with it depending on the question.
But what type of numerical questions can be found on a numerical reasoning test?
Although there are a number of different numerical question types that different employers use, the most common approach is to ask candidates to solve a series of problems through 4 basic question types. A numerical assessment test typically comprises of:
It is important that candidates prepare and practice for these numerical tests by revising basic arithmetic concepts and familiarizing themselves with interpreting different datasets and graphs in the format of a real numerical reasoning test.
Let’s now look at a numerical question example below:
This example of a numerical reasoning question is from Assess Candidates off-the-shelf numerical reasoning tests. These tests can also be customized to meet the specific requirements of any given role, enabling employers and recruiters to assess candidates’ numerical reasoning skills in the context of the job. Explore more numerical reasoning questions and examples or get in touch with our experts to enquire about customization.
In the next section, we will delve into the many benefits of using numerical reasoning tests in your hiring process.
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Numerical reasoning assessments are among the most popular hiring tests that employers use during the candidate selection process. Employers rely on objective insights from these tests to identify candidates with the inherent numerical abilities required for the role and who should progress to interview. Additionally, numerical tests help efficiently narrow down large applicant pools, making them particularly beneficial for graduate employers.
In this section, we explore the benefits of using numerical reasoning testing tools in recruitment, including how they increase the quality of hires, speed up hire time, and reduce biases and discrimination.
The numerical reasoning test is an easy-to-administer, automated pre-employment tool that streamlines the hiring process. Instead of lengthy manual sifting, online numerical tests can assess thousands of candidates in minutes with the results immediately accessible in one click. This allows employers to determine early on which candidates meet the role’s requirements, enabling hiring managers and recruiters to screen candidates quickly and efficiently and save valuable time on going through multiple interviews with unqualified candidates.
Numerical tests also help minimize the high financial costs associated with high-volume recruitment. Administered online and typically priced per test or as a flat fee, numerical assessments offer a relatively low cost per candidate, making them an efficient and cost-effective selection method prior to advancing candidates to more expensive methods like in-person interviews or assessment centers.
Did you know? Using pre employment aptitude tests, such as the numerical reasoning aptitude test, for initial screening can reduce a large candidate pool by up to 50%. This is particularly beneficial for graduate scheme recruitment, helping to sift through hundreds of applications from seemingly equally qualified candidates.
Numerical reasoning tests are scientifically-proven to accurately predict candidates’ job performance in solving numerical problems in the workplace. They also help employers gauge the likelihood of a candidate’s success within the team and organization. In fact, numerical tests are more reliable predictors of job performance and success than CVs, especially since applicants often exaggerate their own skills and abilities. Numerical tests remain a staple tool for employers to select new hires who will be happier, perform better, and stay longer in their roles and organization.
Numerical reasoning tests are powerful indicators of job performance. When combined with other cognitive ability tests, such as verbal and logical reasoning, their predictive validity increases further. Hiring decisions regarding whether to pass a candidate to the next assessment stage are based on comprehensive combined results about candidates’ skill sets and on-the-job performance.
Numerical reasoning tests are invaluable for recruitment strategies focused on making data-driven decisions and eliminating guesswork in the hiring process. The numerical test provides accurate, quantifiable data on candidates’ numerical skills, ensuring only those with the necessary abilities move forward in the recruitment process. This approach helps avoid the costly mistake of a bad mis-hire.
Numerical reasoning tests are designed to reduce conscious and unconscious biases in the hiring process. They assess and select candidates objectively based on their numerical skills and ability to perform in the role, rather than preconceived notions around background, education, gender, ethnicity, or race.
Candidates from underprivileged backgrounds may struggle to demonstrate their skills in an interview setting, whereas an objective numerical test allows them to showcase their abilities. This creates a fair, inclusive, and objective hiring assessment process that complies with company policies and is legally defensible.
By using online numerical reasoning tests, employers make their application processes accessible to a wider range of candidates who might not be able to travel for interviews. Employers can also adjust the assessment’s cut-off rates to diversify the talent pool and target traits and knowledge gaps in their current team. This fosters a more diverse and inclusive workforce.
From the candidate’s perspective, the numerical assessment platform is easily accessible, user-friendly, and can be conveniently taken at home at any time, ensuring a positive candidate experience. The numeric reasoning questions are designed to be approachable, requiring math skills at the level of a basic high-school graduate.
By integrating a numerical reasoning assessment into your hiring assessment process, you can confidently select candidates with the necessary skills for the role. This leads to a more successful and productive workforce that performs better and stays longer.
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However, as with any assessment methodology, it is important to take in some considerations before making an informed decision for your hiring process.
Solution: Encourage your candidates to practice a numerical assessment test before the actual test. This helps them become familiar with the numerical question types and format, putting them at ease and allowing them to showcase their natural abilities under standard working conditions.
Solution: Ask candidates to complete a numerical reasoning test in combination with other selection methods, such as logical and verbal reasoning tests, situational judgement tests, structured job interviews, and assessment centers. This holistic approach provides comprehensive insight into candidates’ technical abilities, competencies, and personality traits, significantly boosting the predictive validity of results.
Solution: Numerical reasoning assessments measure candidates’ numerical cognitive ability, a crucial skill required in nearly every modern job. We recommend assessing candidates’ soft skills at later recruitment stages; for example, through a situational judgement test, interview, and/or assessment center to complement the insights gained from the numerical reasoning test on cognitive ability skills.
Solution: When searching for solutions on the market, it is important to check the cheating prevention measures offered by assessment test providers. Many third-party assessment providers, such as Assess Candidates, provide cheat detection technology and mechanisms.
With more of an understanding on the benefits of numerical reasoning tests in hiring and the potential drawbacks, we will now move on to the use-cases for numerical reasoning tests, discussing at what stage and in what situations should they be used in the hiring process.
Numerical reasoning tests can be implemented at various stages during the hiring assessment process, depending on the role. However, they are most effective at the initial sifting and screening stage, as they offer a quick and efficient method for shortlisting candidates. For the best results, we also recommend combining a numerical reasoning test with other pre employment aptitude tests at this first stage, such as a verbal reasoning test and logical reasoning test.
Imagine you are recruiting for a new employee and have received 1,000 job applications. By inviting all applicants to first take an online numerical reasoning test you can quickly eliminate those who don’t meet the role’s skill requirements. This allows you to focus on analyzing candidates’ numerical skills and advancing only the most qualified candidates to the next stage of assessment, whether a situational judgment test, personality test, video or in-person interview, or assessment center day.
Numerical tests are usually administered online. Candidates receive a link to the numerical assessment platform and have a dedicated period of time (usually several days) to complete the assessment. Recruiters then review candidate results via an online reporting dashboard and select the top candidates to advance to the next round of hiring tests.
The incorporation of numerical reasoning assessments at different stages of the hiring process can help organizations save time and resources, reduce biases, ensure a positive candidate experience, and customize onboarding and training according to each new employee. Use a numerical reasoning test at the assessment stage that works for you!
Numerical reasoning tests are also valuable tools for learning and development initiatives within your organization. By administering a numerical test to your current employees, you can identify their numerical skills, strengths, and areas for improvement. Whether it’s for interpreting financial data effectively, managing budgets, or accurately performing data analysis tasks, these insights can help you design targeted learning and development programs to upskill your employees.
Now, let’s explore in more detail how numerical reasoning can be used for job interviews.
If you choose not to administer a numerical reasoning test during the initial screening stage, it is essential to evaluate candidates’ numerical skills during the interview process, whether through in-person or video interviews. This approach helps prevent mis-hires and skill gaps within your organization. Traditional interview questions won’t necessarily measure how candidates handle real-world numerical problems. Instead, you should consider structured numerical reasoning interview questions to accurately assess candidates’ numerical reasoning abilities.
But what are numerical reasoning interview questions?
Numerical reasoning interview questions can be split into 3 category types:
Some example general numeracy interview questions could be:
- “Share the key trends you can identify from this financial graph.”
- “What is the probability of rolling a die and showing a multiple of 2?”
- “How would you calculate a 30% increase in website traffic from last month?”
Some example behavioral interview questions could be:
- “Tell me about a time when you made a decision based on numerical data.”
- “Describe a time when you successfully influenced others using numerical data and analysis.”
- “Can you share an example of how you overcame a challenge by utilizing numerical data?”
Some example situational interview questions could be:
- “You notice potential statistical errors in a financial report. How would you approach identifying and solving these errors?
- “Imagine your client has a new investment idea. How would you utilize numerical data to assess the risk and provide informed advice to your client?”
- “Describe the method you would use to determine the most cost-effective business strategy for reducing costs and increasing profits.”
These numerical reasoning interview questions will effectively assess candidates’ ability to work with numerical data. However, a comprehensive numerical test interview should also measure other skills that complement numerical reasoning, such as problem-solving, critical thinking, decision-making, teamwork, communication, attention to detail, analytical thinking, adaptability, and time management. This ensures at the interview stage that candidates are well-rounded and capable of doing more than just crunching numbers – they can effectively analyze data, problem-solve, and make smart decisions in the workplace, contributing to overall team success and organizational goals.
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In the next section, we outline step-by-step the best practices for incorporating a numerical reasoning test into your hiring process. Ready to dive in?
When incorporating a numerical reasoning test into your hiring process, there are several best practices that you should follow for optimal results. Below, we have outlined three simple steps to help you shortlist and select the right candidates.
By adhering to this structured selection process and best practices, you can confidently make informed hiring decisions. Check out our numerical reasoning tests and how they can help you identify candidates with the numerical reasoning skills crucial for success in your role and organization.
Numerical reasoning tests are one of the most common types of pre-employment tests used by employers in their candidate selection processes. As the questions can be adjusted accordingly, numerical assessments are suitable for apprenticeship level and graduate recruitment right up to experienced managers and senior hires.
In this section, we explore the purpose of numerical reasoning tests in different types of recruitment, identify the roles that would benefit the most from these hiring tests, and highlight employers who are currently using numerical reasoning tests in their hiring process.
Numerical reasoning assessments as high-volume employer assessment tests are commonly used by organizations for their graduate scheme recruitment as they need to hire several graduates in a relatively short period of time.
In short, the answer is…most! Virtually all roles across various industries require employees to work with numbers and solve problems. However, some industries and roles particularly demand strong numerical reasoning skills for effective data-driven decision-making and have been successfully using numerical reasoning tests for decades to select top candidates. In these industries, incorporating a numerical reasoning test into the hiring assessment process is essential.
Industries that use numerical reasoning tests for hiring include:
For non-technical sectors, such as human resources or customer service, numerical reasoning tests are still relevant for pre-employment skill testing. For instance, even customer service roles often require employees to perform basic mathematical calculations for customers. Overlooking the importance of assessing candidates’ numerical reasoning skills during your hiring process could lead to a decline in team performance and overall company success. Therefore, prioritizing numerical tests in your recruitment strategy is essential.
Roles that use numerical reasoning tests for hiring include:
For roles that don’t require high levels of numerical reasoning skills, simpler numeracy tests for jobs are still often used by employers to outline candidates’ numeracy skills, attention to detail, and how they manage challenging tasks.
If you are an employer that is unsure if using a numerical test is the right choice for you, learn more here or get in touch with us for a free of charge analysis of your recruitment needs.
Numerical reasoning tests have been used in the recruitment processes of large multinational companies for decades. Small and medium-sized enterprises (SMEs) and startups are also increasingly leveraging numerical reasoning tests to enhance their hiring processes. Here is a list of some of the top companies using pre-employment numerical reasoning tests:
Numerical reasoning tests have been historically underutilized by SMEs due to the demanding infrastructure requirements. Whilst larger organizations may have the technology and budget to set up candidate testing software inhouse, smaller organizations do not. However, this infrastructure issue has been addressed in recent years with the advent of specialized third-party SaaS (software-as-a-software) solutions within recruitment.
Now, more and more businesses, regardless of size, are adopting online pre-employment testing services, such as numerical reasoning tests, from third-party assessment providers like Assess Candidates as a cost-effective candidate selection tool. They typically cost less to administer than traditional interviews, require no infrastructure setup from the employer, and are quick and easy to launch as part of your recruitment campaigns. These modern online pre-employment tests are fully automated and cloud-based.
Concerns about the cost of integrating an online numerical test into your recruitment strategy are common, but existing cost models are flexible and offer cost-efficient solutions for any recruitment requirement or volume. It has been proven that the cost of a bad hire or the incapability of broadening and diversifying the talent pool is significantly higher than the cost of the pre-employment tests for hiring.
The availability of cost-effective candidate testing software and the ease of integrating a numerical assessment platform into your existing recruitment campaign mean that smaller businesses can also now benefit from the modern numerical reasoning test that was previously limited to larger organizations with bigger budgets.
But who are some of the top candidate assessment software providers that you should consider to help implement your numerical reasoning test?
When selecting a candidate assessment platform for implementing a numerical reasoning test, recruiters should evaluate both the quality of the numerical assessment tools and overall functionality of the recruitment platform. Consider the following questions:
By addressing these questions, you can ensure the candidate assessment platform you choose for your numerical reasoning test meets your needs and enhances your recruitment process.
Here are some pre-employment screening providers to help you assess candidates’ numerical reasoning:
Now we will delve into why employers are using Assess Candidates numerical reasoning tests to enhance their hiring processes and select top best-fit talent.
At Assess Candidates, we specialize in a variety of pre employment aptitude tests, including numerical reasoning tests, and can build a recruitment campaign tailored to meet the unique hiring needs of any organization.
Below is an example of our campaign reporting dashboard available on Assess Candidates. This tool is accessible to hiring managers and talent acquisition professionals, providing valuable insights and easy-to-use sorting functions to streamline candidate assessment.
1. Scientifically-validated Design: Assess Candidates’ numerical reasoning tests are developed by Chartered Scientists, Psychologists, and Psychometricians with decades of experience designing assessment solutions for companies like SHL and IBM Kenexa. Our numerical reasoning tests have undergone rigorous testing and validation to accurately measure candidates’ numerical reasoning skills. These tests consistently have proven successful in selecting and hiring top talent across various organizations and industries.
2. Expert Reporting: Assess Candidates’ user-friendly and easy-to-navigate assessment platform enables employers to analyze candidate reports in detail and make informed hiring decisions based on flexible criteria. Recruiters can easily view individual candidates’ performance on the numerical reasoning test, then filter, rank, and shortlist candidates. Additionally, our talent assessment platform also offers the option to integrate with your existing ATS for a seamless experience.
3. Positive Candidate Experience: Assess Candidates’ numerical assessment platform is easily accessible from any device and features an aesthetic and easy-to-use interface for candidates. It provides clear assessment instructions and can be fully branded to match your organization. The tests are designed to require minimal clicks to complete, with the assessment automatically moving to the next question once answered. This ensures a seamless and positive candidate experience, which they will associate with your brand.
4. Accessibility Support: Assess Candidates offers support for individuals with disabilities and visual impairments. All our assessments have the option to add extra time, include zoom functionalities, and ensure the use of accessible color schemes and images in compliance with Web Content Accessibility Guidelines (WCAG) to ensure compatibility with screen readers.
Assess Candidates is one of the major pre-employment aptitude test providers proven to help small, medium, and large employers successfully hire top best-fit candidates. Why not explore Assess Candidates’ numerical reasoning tests and start hiring today!
Consider a mid-sized financial institution facing challenges in selecting and hiring suitable candidates for its investment banking graduate scheme. Their current recruitment process successfully attracts candidates who are a good fit for the organization, but falls short in evaluating essential numerical reasoning skills and candidates’ ability to work with complex numerical data. This gap in the assessment process results in mis-hires, increased training costs, and dissatisfaction among HR and business leaders. The organization needs a more effective selection method to assess candidates’ numeracy, critical thinking, and problem-solving abilities to determine if they should be accepted onto the graduate scheme.
Assess Candidates would recommend that this company asks candidates to take a numerical reasoning test at the initial screening stage of its hiring process. The numerical test would assess candidates’ aptitude in handling numerical data, performing quick and accurate calculations, and solving complex numerical problems under time pressure like those faced day-to-day in the workplace. This would enable recruiters and hiring managers to efficiently sift through large volumes of applications and determine the individuals with the desired numerical skills for the role who should advance to the next assessment stage.
By incorporating the numerical reasoning test, this financial institution can better identify and hire top talent who have the necessary numerical reasoning and problem-solving skills for success in the graduate program and across the wider business. This approach provides a reliable and accurate method to assess candidate skills and empowers recruiters to confidently make informed hiring decisions. Utilizing numerical reasoning tests aids the organization in meeting its talent acquisition needs for the investment banking graduate program, fostering the development of future industry leaders and maintaining competitiveness in the financial sector.
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Numerical reasoning tests for hiring measure candidates’ basic arithmetic skills and their ability to understand, interpret, and manage complex numerical information, including data analysis and problem-solving. Candidates who score highly on numerical tests will typically demonstrate strong analytical skills and attention to detail in the workplace, and will excel in solving problems and making accurate decisions based on numerical data.
Numerical reasoning tests are typically used in the initial screening stages of the recruitment process. These tests evaluate candidates’ numerical reasoning skills and problem-solving abilities to help employers shortlist only the most qualified applicants to pass to the next stage of recruitment. Numerical reasoning tests are particularly valuable for roles that require strong analytical skills and a keen understanding of numerical information, such as financial and data analytic roles.
Numerical reasoning tests are highly effective for hiring. They have undergone decades of research history and rigorous scientific validation to ensure they are a reliable and accurate method for assessing candidates’ numerical reasoning and problem-solving skills. By using numerical tests for hiring, employers can predict candidates’ performance in the workplace and make more informed hiring decisions, leading to better productivity and reduced training costs.
Pre-hire numerical reasoning tests vary in difficulty based on the test provider and role requirements. Numerical tests focus on candidates’ ability to handle numerical data and solve problems under timed conditions, requiring only basic math knowledge. While some assessments may be more challenging than others, they aim for fairness and objectivity, allowing candidates to perform well regardless of prior experience.
Yes, numerical reasoning tests ensure objectivity in the hiring process by providing a standardized, bias-free way to evaluate candidates’ numerical reasoning aptitude. They use consistent scoring criteria and assess candidates objectively based on skills and performance, rather than subjective judgments. Numerical reasoning tests offer fair candidate assessment and empower employers to make objective hiring decisions.
Verbal reasoning tests are among the most widely implemented pre-employment recruitment tools, used by organizations to identify top talent and select candidates with the necessary skills for the job.
As recruiters, hiring managers, and talent acquisition specialists, you likely understand the importance of a strategically designed recruitment process that incorporates various candidate assessment methods to help quickly and cost-effectively hire the right candidates. These methods may include online psychometric tests, game-based assessments, video interviews, and assessment centers. Such tools create a recruitment funnel that facilitates efficient candidate sifting and selection at every hiring stage.
In this article, we delve into one pre-employment assessment in-depth: the verbal reasoning test. We look at what verbal reasoning tests are, what they measure, their benefits and limitations, and how they fit into the recruitment funnel. You will discover why so many employers are including verbal reasoning tests in their hiring processes and how you can implement them too in your organization.
Verbal reasoning tests are an effective method for evaluating candidates’ cognitive skills, enabling recruiters to save time and resources when filtering out those who lack the necessary abilities for the role. Verbal reasoning testing is invaluable for businesses aiming to make better-informed hiring decisions and build more skilled teams.
Whether you’re a hiring manager or HR professional, if you have questions such as:
Continue reading to discover how a verbal reasoning assessment can help you hire top, best-fit talent.
A verbal reasoning test, or verbal reasoning aptitude test as it is also called, is a type of pre-employment aptitude test. Whereas other pre-employment aptitude tests measure cognitive abilities such as numeracy or problem-solving, a verbal reasoning test focuses on a candidate’s ability to comprehend, analyze, and interpret written information, i.e. words and sentences.
Verbal reasoning aptitude tests are widely used in recruitment and can be administered either online or as an exercise during the assessment center process, depending on organizational requirements. They are typically timed and require candidates to draw conclusions and arguments from passages of written text, followed by statements that they must classify as “true”, “false” or “cannot say”.
For recruiters and hiring managers, verbal reasoning tests can form a fundamental part of the candidate selection process. Verbal tests provide employers with the opportunity to assess candidates’ skills and then select top talent with the required verbal abilities. This is particularly useful for roles that heavily involve verbal comprehension and written and oral communication, such as sales, consulting, legal, and customer-facing roles.
Although good language skills are expected as a prerequisite, it is important to note that the online verbal reasoning test is not a language exam nor is it designed to assess candidates’ knowledge of the given language.
In the following sections, we will delve deeper into these assessments in more detail, exploring the specific verbal reasoning skills they measure, the format of verbal reasoning questions, and how employers are implementing these tests in their recruitment strategies.
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Verbal reasoning tests are rooted in the principles of psychometrics, a scientific discipline that has been used in hiring and testing for decades to objectively measure psychological capabilities in candidates, such as work-related cognitive abilities, personality, and behavior.
Within psychometric assessments, verbal reasoning tests fall into the category of cognitive ability tests and are often referred to as verbal ability tests. This means they measure candidates’ cognitive abilities in verbal reasoning.
In simple terms, verbal reasoning refers to the ability to process and reason with written information. Verbal reasoning skills, therefore, involve far more than just language proficiency; they encompass verbal comprehension and analysis, identifying relevant information, and critical thinking to form logical conclusions and coherent arguments.
Verbal reasoning skills are evaluated through a verbal test, in which candidates are presented with passages of text, often related to the workplace or various other topics.
What specific verbal reasoning skills are measured in a verbal reasoning test?
To expand in more detail, a verbal reasoning test measures candidates’ verbal reasoning skills in:
It is important to note that verbal reasoning tests do not assess candidates’ prior knowledge of the business or a certain topic. Instead, they focus on how well candidates comprehend and reason with the given information, independent of any preconceived knowledge or notions.
Measuring verbal reasoning skills, therefore, is a reliable indicator of how individuals might inherently write, communicate, and express themselves professionally in the workplace. Verbal tests aid recruiters in predicting candidates’ on-the-job performance, better than a CV or cover letter. For instance, candidates who score well on the verbal reasoning assessments have strong verbal reasoning skills and in the workplace are more likely to be able to:
Verbal reasoning skills are highly valued in the modern workplace. In any work environment, strong verbal ability is essential for employees to help organizations function, enhance performance, and grow cohesively. As the number of remote roles increases globally, organizations are also placing even greater emphasis on effective written and verbal communication skills.
Verbal reasoning empowers employees to gain valuable insights, listen and communicate effectively with colleagues, managers, and clients, collaborate on solutions, and make informed business decisions. Candidates with excellent verbal reasoning skills excel in the workplace because they can clearly express their thoughts and ideas, ensuring others easily understand them. This is particularly important for customer-facing roles. In contrast, a lack of strong verbal reasoning skills within teams and organizations can lead to miscommunication, misunderstandings, difficult collaboration, poor decision-making, and inaccuracies.
Many companies overlook assessing verbal reasoning skills during their hiring processes. Instead, they depend on CVs to gauge candidates’ verbal comprehension and communication skills, a method proven to be an inadequate predictor of cognitive abilities. The significance of testing candidates for verbal reasoning skills through a pre-employment verbal reasoning test cannot be overstated. These tests are scientifically-validated and offer a reliable method of assessing candidates’ verbal reasoning abilities whilst sifting and filtering out those who don’t meet the minimum requirements.
Verbal reasoning tests are usually timed and involve 10-20 multiple-choice questions administered through an online assessment platform. As the test progresses, the verbal questions may transition from basic verbal comprehension to more advanced reasoning, whilst adhering to a strict time limit. Candidates, therefore, have to find a balance between speed and accuracy, effectively managing the time pressure to complete the test and answer all questions as accurately as possible.
Verbal tests are designed to be straightforward, but also to push candidates to work accurately under timed and pressured conditions to emulate the demands of the workplace.
Candidates will be presented with written information in the form of passages of text and be asked to quickly read the passages and answer the verbal reasoning questions based on what they have read.
But what are verbal reasoning questions?
While there are several different verbal reasoning question types used by employers, the most common question involves asking candidates to determine the truthfulness of certain statements regarding the given text, answering true, false, or cannot say based solely on the provided information. These statements can be direct or inferential in nature, requiring candidates to logically deduce the answer rather than simply locating it in the passage.
Recruitment test providers such as SHL, Kenexa, Cubiks, and Assess Candidates use this style of questioning for their verbal reasoning tests.
Candidates may find the length of the passages, the use of complex language, and time constraints challenging. Therefore, it is crucial, as hiring managers and recruiters, that you encourage candidates to prepare and practice for these verbal tests. By familiarizing themselves with comprehension and reasoning exercises that match the same format and difficulty level of real verbal reasoning tests, candidates can reduce their stress and anxiety to better showcase their true abilities.
Now let’s get a feel for the test and look at a verbal question example below:
This verbal test example is from Assess Candidates off-the-shelf verbal reasoning tests. These assessments can also be customized to fit the unique demands of any particular role, enabling employers and recruiters to evaluate candidates’ verbal reasoning skills within the scope of the job requirements. Explore more verbal reasoning questions and examples or get in touch with our experts to enquire about customization.
In the following section, we will delve into the numerous benefits of incorporating verbal reasoning tests into your recruitment process.
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Verbal reasoning tests are widely used by employers for pre-employment skill testing and candidate selection. These assessments provide objective insights which help recruiters identify candidates with the desired verbal reasoning skills for the role and decide who should advance to the interview stage. Moreover, they assist in efficiently reducing large applicant pools, making them particularly beneficial for graduate employers.
In this section, we will dive into how verbal reasoning testing tools are improving the hiring process and, subsequently, why employers are using these assessments for their recruitment.
Finding and hiring qualified candidates is often a long, costly, and complex process. Administering automated online verbal reasoning tests at scale helps to streamline and shorten the hiring cycle. Instead of manually sifting through hundreds of applications and resumes, online verbal reasoning tests efficiently screen thousands of candidates in minutes based on their skills, providing immediate results with a single click. This allows hiring managers and recruiters to eliminate unqualified candidates early on and focus on only the most qualified, saving valuable time.
Additionally, verbal tests help reduce the high costs associated with high-volume recruitment. Administered online and typically priced per test or using a flat fee, verbal reasoning assessments offer a low cost per candidate, making them an efficient and cost-effective selection tool before conducting more expensive methods such as in-person interviews or assessment centers.
Are you aware? Utilizing pre-employment aptitude tests, such as the verbal reasoning aptitude test, for initial screening can narrow down a large candidate pool by half. This is especially advantageous for graduate programme recruitment, enabling employers to effectively sift through a large group of seemingly equally qualified candidates.
When implemented correctly, a verbal reasoning test can significantly enhance the quality of hires. Verbal reasoning tests are scientifically proven to accurately predict candidates’ job performance in interpreting and analyzing written information. In fact, they are more reliable predictors of job performance than CVs. Verbal reasoning tests help gauge a candidate’s potential success in the role and ensure that employers select new hires who will be satisfied, perform better, and stay longer within the organization.
Verbal reasoning tests are powerful indicators of job performance. Their predictive validity increases further when combined with other cognitive ability tests, such as numerical and logical reasoning assessments. Hiring decisions on whether to advance a candidate to the next assessment stage are therefore based on comprehensive combined results which show candidates’ skill sets and on-the-job performance potential.
Verbal reasoning tests are particularly useful when hiring for customer-facing roles that demand strong professional communication skills for daily interactions with customers. These assessments help employers identify the top-performing candidates who can comprehend information, communicate effectively, and think critically. This ensures employers can be confident in their ability to do the job successfully. These individuals are also likely to contribute positively to company work culture and build beneficial working relationships with colleagues.
Verbal reasoning tests are invaluable for organizations prioritizing data-driven decisions and eliminating guesswork in the hiring process. These tests offer quantifiable and comparative data on candidates’ verbal reasoning skills to help employers effectively compare applicants and identify top performers to advance to the next assessment stage. This approach helps avoid the costly mistake of a bad hire.
Verbal reasoning tests are designed to mitigate both conscious and unconscious biases in the recruitment process. By evaluating candidates solely on the basis of their verbal reasoning skills and potential job performance rather than preconceived biases related to background, education, gender, ethnicity, or race, these tests ensure that results are objective.
Candidates from underprivileged backgrounds may find it challenging to showcase their authentic abilities in an interview setting, whereas an objective verbal test provides them this opportunity. This fosters a fair, inclusive, and objective hiring process that aligns with company policies and is legally defensible.
Online verbal reasoning tests enable employers to make their application process accessible to a broader pool of candidates who may be unable to travel for in-person interviews. Hiring managers and recruiters can also adjust the assessment’s cut-off scores to diversify the talent pool and address specific traits and knowledge gaps within their current team. This approach creates a more diverse and inclusive workforce.
From a candidate’s perspective, the verbal reasoning testing tools are easily accessible, user-friendly, and can be conveniently taken at home at any time, ensuring a positive candidate experience. The verbal reasoning questions are designed to be clear and do not assess candidates’ knowledge of specific languages nor topics.
Incorporating an online verbal reasoning test into your hiring process empowers you to confidently shortlist candidates with the essential verbal reasoning skills required for the role. This leads to a more successful and productive workforce that not only performs better but also has higher retention rates.
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However, as with any assessment methodology, it is important to take in some considerations before making an informed decision for your hiring process.
Solution: Encourage your candidates to practice a verbal reasoning test before taking the actual test. This helps them become familiar with examples of verbal questions and their format, putting them at ease and allowing them to showcase their true abilities under typical working conditions.
Solution: Combine a verbal reasoning test with other selection methods, such as logical and numerical reasoning tests, situational judgement tests, structured job interviews, and assessment centers. This integrated approach offers a comprehensive understanding of candidates’ technical skills, competencies, and personality traits, greatly enhancing the predictive validity of results.
Solution: Set low and flexible cut-off scores to ensure that candidates are not disadvantaged due to their language proficiency. The verbal reasoning assessment should focus less on candidates’ understanding and knowledge of the language and more on their ability to reason with the written information to draw conclusions.
Solution: When exploring solutions on the market, consider revising the cheating prevention measures offered by assessment test providers. Many third-party assessment providers, like Assess Candidates, incorporate cheat detection technology and mechanisms into their candidate assessment platforms.
Now that we have a better understanding of the benefits and potential drawbacks of using verbal reasoning assessments as recruitment tests, we will now explore their practical applications, discussing where and when verbal reasoning tests should be integrated into the hiring process.
Verbal reasoning tests can be utilized at various stages in the pre-employment hiring process, depending on the type and seniority of the role. However, they prove most effective during the initial stages of sifting and screening, offering a quick and efficient means of shortlisting candidates. For optimal results, we also suggest combining a verbal reasoning test with other pre-employment aptitude assessments at this early stage, such as a numerical and/or logical reasoning test.
Imagine you are hiring to fill a new role and have already received 500 job applications. By initially inviting all applicants to complete an online verbal reasoning test, you can quickly and accurately evaluate candidates’ verbal reasoning and discount those who don’t meet the requirements before moving onto next assessment stages. These may involve a situational judgment test, personality test, in-person or video interview, or assessment center.
Candidates are sent a link to the talent assessment platform and have a specific timeframe (often several days) to complete the verbal reasoning assessment. Recruiters subsequently review candidate results using an online reporting dashboard and choose the top candidates to shortlist for the next round of recruitment tests.
Below is a detailed explanation of the purpose and role of verbal reasoning tests at different assessment stages during the hiring process:
Integrating verbal reasoning assessments at various stages of the hiring process can help organizations streamline their operations, reduce biases, enhance candidate satisfaction, and customize onboarding and training to each new employee’s needs. Use a verbal reasoning test at the assessment stage that works for you!
Verbal reasoning tests also assist employers in identifying areas where they should invest in for the learning and development of new hires and current employees. By administering a verbal test as a diagnostic tool, employers can reveal strengths in verbal reasoning as well as knowledge gaps and areas for improvement. Whether it’s to improve writing reports and presentations professionally, effective communication and teamwork or solving complex problems, these insights are invaluable for designing and implementing a targeted system for the professional development and upskilling of new hires and employees.
Next, we’ll outline the best practices step-by-step for including a verbal reasoning test in your hiring process. Are you ready to continue reading?
When incorporating a verbal reasoning test into your hiring process, it is important to follow several best practices to achieve optimal results. Below, we have outlined three simple steps to aid you in effectively shortlisting and selecting the right candidates first time.
By following this organized selection process and by adopting these best practices, you can confidently make informed hiring decisions. Check out our verbal reasoning tests and how they can help you identify candidates with the desired level of verbal reasoning skills for success in your role and organization.
Verbal reasoning tests are among the most commonly used pre-employment tests for candidate selection. Their adaptable nature makes them suitable for a wide range of roles, from apprenticeships and graduate schemes to experienced managerial positions and senior hires.
In this section, we delve into the application of verbal reasoning tests across various types of recruitment, identify the roles that benefit most from these recruitment tests, and provide examples of employers who successfully use verbal reasoning tests in their hiring process.
Verbal reasoning tests are particularly popular as high-volume recruitment tests for organizations conducting graduate schemes as they need to find and hire multiple graduates within a relatively short time period whilst ensuring the process is legally defensible.
In short, the answer is…most! Many roles across various industries require employees to understand and interpret written and verbal information, such as emails, reports, and presentations. However, certain industries and roles particularly demand strong verbal reasoning skills for effective communication with colleagues, superiors, and clients, as well as for critically drawing conclusions from data insights. In these industries, incorporating a verbal reasoning test into the hiring assessment process is crucial.
Industries that use verbal reasoning tests for recruitment include:
Broadly speaking, the industries mentioned above have been effectively using verbal reasoning tests for years to select and recruit top candidates. Neglecting to assess candidates’ verbal reasoning skills during your hiring process can result in decreased team performance and overall company success. Therefore, prioritizing verbal tests in your recruitment strategy is crucial.
Roles that use verbal reasoning tests for hiring include:
For roles that don’t require high levels of verbal reasoning skills, simpler literacy tests are still often used by employers to outline candidates’ spelling and grammar, attention to detail, and ability to check written information accurately.
If you are an employer that is unsure if using a verbal reasoning test is the right choice for you and your organization, learn more here or contact us for a free analysis for your recruitment needs.
Verbal reasoning tests have been a staple in the recruitment processes of large global companies for decades. Small and medium-sized enterprises (SMEs) and startups are also increasingly adopting these assessments to improve their recruitment processes and make more informed objective hiring decisions. Here are some of the top companies utilizing verbal reasoning testing tools:
Many SMEs have historically disregarded verbal reasoning tests due to the demanding infrastructure requirements. While larger organizations often have the technology and budget to implement candidate testing software in-house, smaller organizations do not. This challenge has been overcome in recent years with the advent of specialized third-party SaaS (software-as-a-software) solutions for talent acquisition.
Nowadays, businesses of all sizes are purchasing online pre-employment testing tools, such as verbal reasoning tests, from third-party providers like Assess Candidates. These candidate selection tests and tools are cost-effective, typically less expensive to administer than traditional interviews, and require no infrastructure setup from the employer. These modern recruitment tests are also quick and easy to launch as part of recruitment campaigns, and are fully automated and cloud-based.
Concerns about the cost of integrating an online verbal reasoning test into your recruitment strategy are common, but modern cost models are flexible and offer efficient solutions for any recruitment type or volume. The cost of a bad hire or the inability to broaden and diversify the talent pool is significantly higher than the cost of these recruitment tests.
The availability of affordable candidate testing software and the ease of integrating a verbal reasoning assessment into your existing recruitment campaign mean that smaller businesses can now benefit from modern verbal reasoning tests previously limited to larger organizations with bigger budgets.
Unless you or your organization are experts in candidate selection and pre-employment assessment processes, we recommend considering a talent assessment software provider like Assess Candidates that can help assess your candidates’ verbal reasoning skills effectively.
At Assess Candidates, we specialize in a range of pre-employment aptitude tests, including verbal reasoning tests, and can design recruitment campaigns tailored to the specific hiring needs of any organization.
Here is an example of our campaign reporting dashboard available on Assess Candidates. This user-friendly tool is accessible to hiring managers and talent acquisition professionals, offering valuable insights and advanced sorting functions to streamline candidate selection.
Assess Candidates is one of the major pre-employment aptitude test providers proven to provide end-to-end assessment solutions for small, medium, and large employers to ensure they successfully hire top best-fit candidates. Why not explore Assess Candidates’ verbal reasoning tests and start hiring today!
Consider a large retailer facing challenges in selecting and hiring suitable candidates for its customer service and managerial positions. Their current recruitment process successfully attracts a high volume of applicants, but falls short in evaluating candidates’ verbal reasoning skills and their ability to communicate effectively with customers and colleagues. This gap in the assessment process results in bad hires, increased training costs, and dissatisfaction amongst HR and senior management. The retailer needs a more effective selection method to assess candidates’ communication, verbal comprehension, and critical thinking skills to ensure they can excel in demanding customer-facing roles.
At Assess Candidates, we would recommend that this retailer first invites candidates to take a verbal reasoning test. The verbal reasoning test would assess candidates’ aptitude in understanding, interpreting, and reasoning with written information, their professional communication skills, and problem-solving abilities. These are essential for customer service and managerial roles. Candidate results would enable recruiters and hiring managers to efficiently screen and sift large volumes of applications and identify individuals with the strongest verbal reasoning skills who should advance to the next assessment stage.
By incorporating the verbal reasoning test into their hiring assessment process, this retailer can better identify and hire top talent who have the necessary communication and critical thinking skills to succeed in customer-facing roles. This approach offers a reliable and accurate method to assess candidates’ cognitive abilities and empowers recruiters to make informed hiring decisions with confidence. Utilizing verbal reasoning tests aids the organization in meeting its talent acquisition needs for its customer service and managerial positions, ensuring a higher quality of hires, reduced training costs, and enhanced overall customer satisfaction and business performance.
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Verbal reasoning tests for recruitment measure candidates’ ability to comprehend, identify, and analyze relevant information from written text to draw logical conclusions. High-scorers on verbal tests typically exhibit strong verbal comprehension and communication skills in the workplace, making them suited for customer-facing roles and positions which require extensive written and verbal communication.
Verbal reasoning tests are often used in the initial screening stages of the recruitment process to evaluate candidates’ verbal comprehension, critical thinking skills, and ability to draw logical conclusions from written text. These assessments help employers shortlist the most qualified applicants for the next recruitment stage. Verbal reasoning tests are especially valuable for roles that require strong communication and critical thinking skills, such as customer service and management.
Verbal reasoning tests are highly effective tools for hiring, backed by decades of research and rigorous scientific validation. These assessments provide a reliable and accurate measure of candidates’ verbal comprehension and critical thinking and reasoning skills. By incorporating verbal reasoning tests into the hiring process, employers can better predict candidates’ performance in the workplace, leading to more informed hiring decisions, enhanced productivity, and reduced training costs.
Pre-employment verbal reasoning tests vary in difficulty based on the talent assessment provider and role requirements. Verbal tests focus on candidates’ ability to comprehend, analyze, and interpret written information under timed conditions, requiring only fundamental language skills. While some assessments may be more challenging than others, they aim to be fair and objective, enabling candidates to perform well regardless of their prior experience.
Yes, verbal reasoning tests ensure objectivity in the hiring process by providing a standardized, bias-free method to evaluate candidates’ verbal reasoning skills. They use consistent scoring criteria and assess candidates based solely on their skills and performance, rather than subjective judgments. Verbal reasoning tests offer a fair assessment of candidates, empowering employers to make objective and informed hiring decisions.
Logical reasoning tests are a cornerstone of pre-employment candidate screening, allowing organizations to quickly and accurately identify high-potential talent.
As hiring managers, talent acquisition specialists, and HR professionals, you know that finding the right candidate quickly is critical – but often a challenging task. In today’s fast-paced job market and with the rise of online job boards like LinkedIn, candidates can apply to hundreds of positions with one click. Screening applications to select the best candidates has become increasingly time-consuming and costly, whilst traditional hiring methods often fall short.
Instead, pre employment assessment testing offers a reliable and cost-effective solution for identifying and hiring the right candidates. More and more companies are now strategically integrating a variety of recruitment tools and methods into their candidate selection processes, such as online psychometric tests, video interviews, game-based assessments, and assessment centers. These tools help create a streamlined recruitment funnel, allowing recruiters to focus on selecting only the most qualified candidates at every stage of the hiring process.
In this article, we will take a closer look at one specific recruitment assessment tool: the logical reasoning test. We will explore what logical reasoning tests are and what is meant by logical reasoning, the benefits and limitations of these tests, why they are increasingly used by employers for hiring, and how you can incorporate them into your recruitment process too.
Logical reasoning testing is a highly effective tool for assessing candidates’ cognitive skills and for saving time and resources when filtering out those who lack the necessary abilities for the role. For businesses seeking to make informed hiring decisions and build better-performing teams, logical reasoning tests are invaluable.
Whether you are already familiar with the logical reasoning test or completely new to this assessment, you may have questions such as:
Keep reading to learn how the logical reasoning assessment can help you hire top, best-fit talent. At Assess Candidates, we are here to support you every step of the way.
A logical reasoning test, also known as a logical thinking test, logic test, or logical reasoning aptitude test, is a type of standardized pre-employment aptitude test. Unlike other pre-employment aptitude tests that measure cognitive skills such as numeracy or verbal comprehension, logical reasoning tests focus on a candidate’s ability to solve abstract problems and draw conclusions based on logic. These tests are non-verbal and non-numerical, making them unique in assessing problem-solving skills.
Logic tests are widely used in recruitment to screen candidates. Depending on the organization’s needs, they can be administered as online recruitment tests during the initial application process or as part of the job interview or assessment center. They typically involve a series of multiple-choice questions with a challenging time limit to simulate the pressure often experienced in the workplace. With minimal information, candidates are required to use their problem-solving skills to identify patterns, complete sequences, or solve puzzles.
Candidates do not need prior knowledge to complete a logical reasoning test. In fact, these assessments are designed to reflect the same logic and reasoning processes that we commonly use in both the workplace and everyday life.
There are in fact several types of logical reasoning tests that are implemented as pre-employment assessment tests. It is important to note, however, that the terms are often used interchangeably depending on the test provider. Understanding the distinctions between these tests can help you choose the most suitable one for your specific recruitment needs, role, and organization.
Types of pre-employment logical reasoning tests:
For recruiters and hiring managers, it is evident that logical reasoning tests can form an integral part of the candidate selection process. Logical tests provide valuable insights into your candidates’ logical thinking and problem-solving abilities and serve as a strong indicator of how they might perform in the role and workplace.
These tests are particularly beneficial for roles that demand complex problem solving, critical thinking, innovation, and informed decision making under pressure, such as those in technical, financial, and engineering fields. However, we recommend using logical tests for nearly all roles, as logical thinking and application are essential skills that are valuable in every aspect of work and life.
Keep reading in the following sections to find out more about these assessments, including the specific logical reasoning skills they measure, the format of logical reasoning questions, and how you and your organization can leverage these tests in your recruitment strategies.
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Logical reasoning tests are rooted in the principles of psychometrics, a scientific discipline that has been utilized in hiring and talent acquisition for decades. Psychometric assessments objectively measure candidates’ psychological capabilities, including work-related cognitive abilities, behavior, and personality. As a type of cognitive ability test, the logical reasoning test measures candidates’ cognitive ability in logical reasoning. But what is meant by logical reasoning, you may ask?
In short, logical reasoning is the ability to reach logical conclusions based on given data, premises, and their interrelationships. Examples of logical reasoning are solving problems systematically, thinking critically and creatively, analyzing information effectively, identifying rules or patterns, and making complex decisions.
Logical reasoning is assessed through a pre-employment logical test, where candidates are presented with patterns, sequences, diagrams, shapes, or statements and tasked with quickly finding a solution.
A logical reasoning test measures key logical reasoning skills that are crucial for the workplace, such as:
Logical reasoning is a reliable predictor of how candidates will think, solve problems, handle pressure, and make business decisions in the workplace. Logical tests provide recruiters with a more accurate prediction of a candidate’s on-the-job performance than a CV or cover letter alone. For example, candidates who excel in the logical reasoning test are more likely to:
Logical reasoning and problem-solving skills are highly valued in today’s job market and workplace. In any work environment, we inevitably encounter problems, and strong logic enables us to gather and analyze the necessary data, draw logical conclusions, and effectively solve the problems. This not only helps companies overcome obstacles, but also drives growth and success.
Logical reasoning empowers employees to make well-informed business decisions, develop innovative and actionable solutions, communicate ideas and arguments coherently and persuasively, and adapt more easily to new environments. Candidates with strong logical reasoning skills excel in the workplace by assessing risks, processing facts, staying calm under pressure, and solving problems based on logic. This is particularly important for data-driven work environments.
In contrast, a lack of robust logical reasoning skills within teams and organizations can lead to costly errors, poor decision-making, inaccuracies, difficult collaboration, and ineffective problem-solving.
Logical reasoning also plays an important role in our daily lives. Examples of logical reasoning in real life involve making informed choices about finances, health, relationships, and career development.
Many companies overlook assessing logical reasoning skills during their hiring processes, instead relying on CVs to gauge candidates’ problem-solving and decision-making skills – a method proven to be an unreliable predictor of cognitive abilities due to the potential for dishonesty and exaggeration.
Did you know? An estimated 40% of applicants lie on their CVs!
The importance of using a pre-employment logical reasoning test cannot be overstated. These scientifically-validated assessments offer a reliable method of evaluating candidates’ logical reasoning and critical thinking skills whilst effectively filtering out those who don’t meet the required standards.
Let’s now take a look at a logical reasoning test example and its format.
Logical reasoning tests are typically timed assessments consisting of 14-40 multiple-choice questions, administered via an online assessment platform. As the assessment progresses, the difficulty of the logical reasoning questions often increases from simple pattern and rule recognition to more complex reasoning, whilst the demanding time limit remains constant. This requires candidates to find a balance between speed and accuracy, effectively managing the time pressure to complete the test and answer all questions as precisely as possible.
But what are logical reasoning questions?
Logical reasoning questions vary depending on the type of logical reasoning test, but the most common questions involve sequences of diagrams that contain shapes, numbers, or other elements. Candidates are asked to decide what comes next in the sequence or what is missing in the sequence by identifying patterns and relationships in terms of shape, orientation, color, and number.
Other logical reasoning questions may present candidates with a series of statements and require them to use deductive or inductive reasoning to reach conclusions or assess the validity of the statements. This could involve determining whether the statements are true, based on assumptions, or represent strong/weak arguments.
The abstract nature of logical reasoning questions combined with the time constraints can be challenging for candidates. Therefore, it is essential, as hiring managers and recruiters, that you encourage candidates to prepare and practice for these logic tests. Familiarizing themselves with logical sequence examples that match the test’s format and difficulty can help candidates reduce stress and anxiety to better demonstrate their true abilities.
To help you visualize, now let’s look at an example of a logical reasoning question with worked solution below:
This typical logical reasoning example question presents a sequence of five diagrams containing various shapes. Candidates must examine the top diagrams carefully, identify the underlying pattern and rules, and choose what option comes next in the sequence out of the five options labeled A-E.
Logical test example worked solution:
Answer: The correct option must therefore be A
This logical sequence example is from Assess Candidates off-the-shelf logical reasoning tests. While bespoke solutions are rarely necessary, we offer customization options to tailor these assessments to the specific requirements of any role if required. Explore more logical reasoning questions and examples or get in touch with our experts to discuss customization options.
In the following section, we will explore the benefits of implementing a logical assessment test in your recruitment process.
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Logical reasoning tests are a popular tool among employers for pre-employment testing and candidate selection. These assessments provide objective insights which enable recruiters to identify candidates with the desired problem-solving skills, logical thinking, and judgment and progress them to the interview stage. Moreover, logic tests help to significantly narrow down large applicant pools, making them especially beneficial for graduate employers and recruitment.
In this section, we explore the benefits of incorporating logical reasoning tests into your recruitment process, including how they save time and money, improve the quality of hires, and help reduce biases and discrimination.
As you know, finding and hiring skilled candidates is often a lengthy, costly, and complex process. Logical reasoning tests, administered automatically online and at scale, help streamline and speed up the hiring process.
Instead of manually sifting through hundreds of applications and resumes, logical tests can be used early in the selection process to efficiently screen thousands of candidates in minutes. Results are instantaneously available with a single click, allowing hiring managers to easily reject unqualified candidates and focus on selecting the most qualified, saving valuable time.
Additionally, logical reasoning tests reduce the high costs associated with high-volume recruitment. As these tests are administered online and typically priced per test or at a flat fee, they offer a low cost per candidate, making them an efficient and cost-effective selection tool. Any savings can then be allocated to more expensive methods such as in-person interviews or assessment centers.
Did you know? Using a robust logical reasoning test for initial screening can reduce large candidate pools by 30%, or by 50% when partnered with another pre employment aptitude test such as a numerical reasoning test. This is particularly beneficial for graduate recruitment, where employers need to sift through a large number of seemingly equally qualified candidates.
When used effectively, a logical reasoning test can greatly enhance the quality of hires. Logic tests are scientifically validated to accurately predict candidates’ job performance when solving complex problems, making decisions, and applying logical thinking to workplace data. In fact, these tests are more reliable predictors of job performance than CVs, which can be compromised by dishonesty and exaggeration.
Logical reasoning tests also provide insight into a candidate’s potential for long-term success within the role and organization, leading to more accurate and well-matched hires. With the right capabilities and skills, employees are more likely to be satisfied with their role, perform better, and stay longer with the company – an important factor given the high costs associated with employee turnover.
Logical reasoning tests are powerful indicators of job performance. Their predictive validity increases when combined in the hiring assessment process with other cognitive ability tests, such as numerical and verbal reasoning assessments. Logical tests are more often used in conjunction with numerical tests, rather than verbal tests, as the roles they assess for involve working with non-verbal information such as data analysis. A holistic approach allows hiring managers to make informed hiring decisions based on the comprehensive combined results of candidates’ skill sets and potential, ensuring only the most qualified candidates advance in the application process.
Logical reasoning tests are invaluable for organizations that prioritize data-driven hiring and want to eliminate guesswork in the recruitment process. These tests provide quantifiable, comparative data on candidates’ logical reasoning skills, enabling employers to easily compare applicants and identify the high performers to progress to the next assessment stage. This approach significantly reduces the risk of costly mis-hires.
Logical reasoning tests are standardized and indiscriminate, designed to reduce both conscious and unconscious biases in the hiring process. By selecting candidates exclusively from data on their logical reasoning skills and potential job performance rather than preconceived biases related to background, education, age, gender, ethnicity, or race, these tests ensure that hiring decisions are fair and objective.
For candidates from underprivileged backgrounds, who may struggle to demonstrate their full potential in traditional interviews, logical tests offer an objective platform to showcase their merit. Additionally, the non-verbal nature of these assessments makes them accessible to candidates across different languages. This promotes a fair, inclusive, and objective hiring process that aligns with company values and legal policies.
Online logical reasoning tests open application processes to a broader pool of candidates, for example, those who are unable to attend in-person interviews or assessments. By adjusting the logical test’s cut-off scores, hiring managers and recruiters can further diversify the talent pool and address specific traits and knowledge gaps within their existing team. This approach creates a more diverse and inclusive workforce.
Logical reasoning tests are designed to be easily accessible and user-friendly. Logical reasoning questions are straightforward and the styles vary, presenting different sequences, shapes, patterns, and rules to keep candidates engaged. This ensures a smooth and positive candidate experience.
Integrating a logical reasoning test into your hiring process empowers you to confidently shortlist candidates who have the essential logical reasoning skills needed for the role. This contributes to building a more successful and productive workforce that not only performs better but also has higher retention rates.
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However, as with any assessment methodology, it is important to think about any potential drawbacks to ensure you are making well-informed decisions.
Solution: Combine game-based assessments with other types of assessments, such as traditional cognitive ability tests or personality questionnaires. This can provide a comprehensive evaluation of a candidate’s abilities.
Solution: Combine logical reasoning tests with other selection methods, such as a numerical reasoning test, situational judgement tests, structured job interviews, and assessment centers. This comprehensive approach provides a more holistic view of a candidate’s natural technical abilities, competencies, and personality traits, significantly boosting the predictive validity of results.
Solution: Whilst logical reasoning tests measure candidates’ logical reasoning, a crucial cognitive ability, we also recommend assessing soft skills at later recruitment stages. Pre-employment testing tools like situational judgement tests, interviews, or assessment center can complement the insights gained from the logical reasoning test and provide a more balance evaluation of candidates.
Solution: When selecting an assessment test provider, it is important to check whether they offer robust cheating prevention measures. Many third-party assessment providers, such as Assess Candidates, provide cheat detection technology and mechanisms to ensure test integrity.
Now that we have a better understanding of the benefits and potential drawbacks of using logical reasoning tests as hiring tests, we will now discuss where and when logical reasoning tests should be integrated into the hiring process.
Logical reasoning tests can be strategically implemented at various stages of the pre-employment recruitment process, depending on the type and seniority of the role. However, they are most effective during the initial stages of screening and filtering candidates. These tests offer a quick and efficient way to identify top-performing candidates with the essential skills early on. For optimal results, we suggest combining the logical reasoning test with other online pre-employment aptitude assessments at this early stage, such as a numerical,and/or verbal reasoning test.
Why use logical reasoning tests in the hiring process?
Imagine you are hiring for a new role and have received 1,000 applications. By initially inviting all applicants to complete an online logical reasoning test, you can quickly and accurately evaluate candidates’ logical reasoning. And by setting a threshold, you can easily filter out those who don’t meet the criteria. Successful candidates who score above the threshold can then progress to the next assessment stages, whether a situational judgment test, personality test, in-person or video interview, or assessment center.
Candidates receive a link to the talent assessment platform and are given a dedicated timeframe (usually several days) to complete the logical reasoning assessment. Recruiters can review candidate results through an online reporting dashboard and choose the top candidates to shortlist for the next round of recruitment tests.
Below is a detailed explanation of the purpose and role of logical reasoning tests at different stages of the hiring process:
Incorporating logical reasoning tests at different stages of the hiring process can help organizations optimize their operations, minimize biases, ensure candidate satisfaction, and customize onboarding and training according to each new employee’s needs. Logical tests are also broadly used internally within companies to assess employees for promotion opportunities. Use a logical reasoning test at the assessment stage that works for you!
Logical tests also enable employers to pinpoint areas where they should invest in for the learning and development of new hires and current employees. By using a logic test as a diagnostic tool within teams, employers can reveal strengths in logical reasoning as well as knowledge gaps and areas needing improvement. Whether the goal is to enhance problem-solving skills and critical thinking, improve communication of ideas and arguments, refine data analysis based on logic, or make better business decisions, these insights are invaluable for designing and implementing a targeted approach to the professional development and upskilling of new hires and employees.
Now, let’s explore in more detail logical tests for job interviews.
If you opt not to administer a logical reasoning test during the initial screening phase, we recommend that you assess candidates’ logical reasoning skills during the interview process whether in-person or a video interview – with a logical test for interview.
But what is a logical reasoning test for a job interview?
Incorporating logical reasoning interview questions into your job interview helps prevent mis-hires and addressing skill gaps within your organization. The goal of a logical test in the interview is to evaluate a candidate’s ability to think critically on the spot, identify patterns, make reasoned decisions, and solve complex problems under pressure.
During a logical test interview, candidates might encounter logical reasoning interview questions such as:
An example question could be: “What is the next item in this sequence of numbers: 2, 4, 8, 16?” or “What comes next in the sequence of shapes: circle, square, triangle, circle, square, and why?”
An example question could be: “You are given a set of data with an inconsistency. How would you identify the issue and then resolve it?”
An example question could be: “All team leaders attend weekly meetings. Maria is a team leader. Does Maria attend weekly meetings?”
An example question could be: “If all the apples in the basket are red and you take one apple from the basket, what can you infer about the color of the apple you took?”
A well-rounded logic test interview should also measure other complementary soft skills, such as critical thinking, communication, teamwork, attention to detail, analytical thinking, time management, and adaptability. This comprehensive approach ensures that candidates not only excel in logical reasoning but also have broader skills that are necessary for the role.
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In the next section, we outline step-by-step the best practices for incorporating a logical reasoning test into your hiring process. Ready to dive in?
To achieve optimal results when integrating a logical reasoning test into your hiring process, it is important to follow several best practices. Here, we have outlined three straightforward steps to help you effectively shortlist and select the right candidates first time.
By following this streamlined, hassle-free selection process and best practices, you can make informed hiring decisions with confidence. Try our logical reasoning tests and discover how they can help you identify candidates with the logical reasoning skills needed for success in your role and organization.
Logical reasoning tests are one of the most widely utilized hiring tests in candidate selection due to their versatility. They are suitable for a wide range of positions, from apprenticeships and graduate schemes to experienced managerial and senior executive roles. The logical reasoning questions can be adapted accordingly to match the complexity and demands of each specific role.
In this section, we explore how logical reasoning tests are practically applied across different types of recruitment and highlight the roles that benefit most from these recruitment tests.
Logical reasoning tests are especially popular for graduate schemes and entry-level roles, where organizations need to find and hire multiple graduates within a relatively short time period whilst ensuring the process is fair and legally defensible.
In short, the answer is…most! The vast majority of roles across industries require employees to solve complex problems, think critically, and make sound decisions. However, certain sectors and positions – especially those that rely on innovation, algorithmic thinking, and the practical application of logic – demand strong logical reasoning skills and have been successfully using logical tests for decades to select top candidates. In such cases, integrating a logical reasoning test into the hiring process is not just beneficial but essential.
Industries that use logical reasoning assessment tests for hiring include:
Broadly speaking, the industries like finance, technology, law, and FMCG, have long relied on logical reasoning tests to identify and hire top talent. Failing to assess candidates’ logical reasoning skills can lead to diminished team performance and hinder overall company success. Therefore, prioritizing logical tests in your recruitment strategy is crucial for ensuring you select the right candidates who will contribute positively to your organization’s goals.
Roles that use logical reasoning assessment tests for hiring include:
For roles that do not demand advanced logical reasoning skills, basic literacy and numeracy tests are still often used for recruitment to highlight candidates’ attention to detail, problem-solving abilities, and accuracy when handling numerical and written information.
If you are an employer that is unsure about whether using a logical reasoning test is the right choice for your organization, click here to learn more or contact us for a free analysis for your recruitment needs.
We will now provide some examples of employers who successfully use logical reasoning tests in their hiring process.
Logical reasoning tests have been a staple in the recruitment processes of major global corporations for decades. Small and medium-sized enterprises (SMEs) and startups are also increasingly recognizing the value of these assessments to enhance their candidate selection processes and make more informed, objective hiring decisions. Below are some of the leading employers using the best logical reasoning assessments:
Many SMEs have traditionally overlooked logical reasoning tests due to the infrastructure demands often associated with these assessments. While larger companies typically have the resources and technology to implement in-house pre-employment testing, smaller organizations have found it challenging to do the same. However, this barrier has been significantly reduced with the rise of specialized third-party SaaS (Software-as-a-Service) solutions for talent acquisition.
Today, businesses of all sizes are using online pre-employment assessment tests, such as logical reasoning tests, offered by providers like Assess Candidates. These tools are cost-effective, often more affordable than traditional interviews, and require no additional infrastructure setup from the employer. Modern recruitment assessment tests are fully automated, cloud-based, and can be easily integrated into existing recruitment campaigns, making them quick and simple to deploy.
While concerns about the cost of incorporating an online logical reasoning test into your hiring strategy are natural, modern pricing models are flexible to accommodate any recruitment type or volume. The cost of a poor hiring decision or missing out on diversifying the talent pool far outweighs any investment in these assessments.
With the availability of affordable candidate testing software and the simplicity of integrating a logical reasoning assessment into existing recruitment processes, smaller businesses can now access the same advanced evaluation tools once exclusive to larger organizations.
Unless you or your organization specialize in candidate selection and pre-employment assessments, we recommend partnering with a talent assessment software provider like Assess Candidates to effectively evaluate your candidates’ logical reasoning skills.
At Assess Candidates, we specialize in various pre employment aptitude tests, including logical reasoning tests, and can design customized recruitment campaigns to suit the specific recruitment needs of any business.
Below is an example of the campaign reporting dashboard that you will find on the Assess Candidates platform. This user-friendly tool is accessible to hiring managers and HR professionals, offering valuable insights and advanced sorting functions to streamline candidate assessment and selection.
Assess Candidates is one of the major pre employment aptitude test providers proven to provide end-to-end assessment solutions for small, medium, and large employers. We ensure that you can successfully hire top best-fit candidates first time. Why not explore the best logical reasoning assessments and start hiring today!
Imagine a fast-growing technology company struggling to identify and hire the right talent for its software engineering and IT management roles. While the company attracts a large number of applicants with technical qualifications, its current recruitment process falls short in evaluating candidates’ logical reasoning abilities, which are crucial for problem-solving, algorithmic thinking, and decision-making. This gap in the assessment process leads to poor hiring decisions, increased project delays, and frustration among team leaders and HR. The company needs a more effective selection method to assess candidates’ logical reasoning skills to ensure they can excel in these demanding technical roles.
At Assess Candidates, we recommend that this tech company integrate a logical reasoning test early in its recruitment process. This test would assess candidates’ ability to think critically, solve complex problems, and apply logical reasoning in real-world scenarios—all vital skills for software engineering and IT management roles. By administering the logical reasoning test, recruiters and hiring managers can efficiently screen a large volume of applicants and identify those with the strongest cognitive abilities who should advance to the next stage of the hiring process.
By incorporating logical reasoning tests into their hiring assessments, the technology company can better identify and hire top talent with the essential problem-solving and logical thinking skills needed for success in technical roles. This approach provides a reliable and data-driven method to evaluate candidates, empowering recruiters to make informed hiring decisions with confidence. Leveraging logical reasoning tests helps the company meet its talent acquisition goals for software engineering and IT management positions, leading to higher quality hires, reduced project delays, and improved overall business performance.
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Pre-employment logical reasoning tests measure a candidate’s ability to solve complex problems and draw conclusions based on logic from sequences, patterns, and statements. High-scorers on logical tests typically have strong critical thinking, problem-solving, and decision-making skills in the workplace, making them suited for roles which require complex problem solving and high functioning logic.
Logical reasoning tests are often used in the initial screening stages of the recruitment process to evaluate candidates’ logical thinking, problem-solving, and decision-making skills. These tests help employers shortlist the most qualified applicants for the next recruitment stage. Logical reasoning tests are especially valuable for roles that involve complex problem solving and analytical thinking, such as technical, financial, and engineering roles.
Logical reasoning tests are highly effective tools for hiring, backed by decades of research and rigorous scientific validation. These assessments provide a reliable and accurate measure of candidates’ problem-solving and decision-making skills. By incorporating logical reasoning tests into the hiring process, employers can better predict candidates’ potential performance in the workplace, leading to more informed hiring decisions, enhanced productivity, and reduced training costs.
Pre-employment logical reasoning tests vary in difficulty based on the talent assessment provider and role requirements. Logic tests focus on candidates’ ability to identify patterns, solve problems, and reach logical conclusions under timed conditions. While some assessments may be more challenging than others, they aim to be fair and objective, enabling candidates to perform well regardless of their prior experience.
Yes, logical reasoning tests ensure objectivity in the hiring process by providing a standardized, bias-free method to evaluate candidates’ logical reasoning skills. They use consistent scoring criteria and assess candidates based solely on their skills and performance, rather than subjective judgments. Logical reasoning tests offer a fair assessment of candidates, empowering employers to make objective and informed hiring decisions.
Situational judgement tests (SJTs) have gained significant popularity in recent years as a highly accurate and reliable pre-employment hiring tool for assessing a candidate’s suitability for specific roles.
As a recruiter, hiring manager, or HR professional, you recognize the importance of a well-designed recruitment process that uses a variety of assessment tools to quickly identify and hire the best candidates for the job. Companies are increasingly adopting methods, such as online psychometric tests, game-based assessments, video interviews, and assessment centers to build a streamlined recruitment funnel. This ensures effective candidate screening and selection at every stage of the hiring process.
In this article, we take a deep dive into one pre-employment assessment method: the situational judgement test (SJT). You will learn what SJTs are and what they measure, their key benefits and limitations, and how they integrate into the recruitment funnel. We will also explore why SJTs have become a go-to choice for employers and how you can seamlessly incorporate them into your recruitment process.
Situational judgement tests are an effective method for assessing candidates’ competencies and strengths to predict their potential job performance, enabling recruiters to save time and resources when filtering out those who are not suited to the role. For businesses seeking to make informed hiring decisions and build high-performing teams, situational judgement tests are essential.
Whether you are already familiar with the situational judgement test or a complete novice, you may have questions such as:
Keep reading to discover how situational judgement tests can help you select best-fit candidates for your specific role. At Assess Candidates, our team of organizational psychologists and consultants are ready to support you every step of the way!
A situational judgement test (SJT), sometimes spelled situational judgment test or referred to as a situational test or situational judgement questionnaire, is a type of pre-employment psychometric test that assesses a candidate’s behavioral competencies and effective judgment in realistic work-based scenarios. Unlike other psychometric assessments that measure cognitive skills or personality traits, the SJT test focuses on candidates’ behavior, helping to predict their suitability for the role.
Although situational judgement tests can be generic and standardized, many organizations prefer to use customized SJTs that align with the specific requirements of their role and business. For example, if you are hiring for a sales position, you could tailor your SJT to assess only the relevant competencies for sales and use real-life challenges and scenarios candidates are likely to encounter in your company. This customization is a key reason why situational judgement tests are so effective and popular – they can provide a clear, relevant picture of how a candidate would perform in your specific role.
Situational tests are widely utilized in recruitment to sift candidates. Depending on the organization’s needs, they can be administered online during the initial screening process or at later stages, such as before or during interviews. These tests typically present candidates with hypothetical work-based scenarios and ask them to choose the “best” and “worst” actions from a multiple-choice list of four options.
Although online situational judgement tests may or may not be timed, it is important to note that their primary focus is not speed but to allow candidates to respond authentically, thus reflecting how they actually behave in real-world situations.
For recruiters and hiring managers, situational judgement tests can form a fundamental part of the candidate selection process. These tests offer you the opportunity to evaluate candidates’ behavior and competencies and determine whether they align with the expectations of your specific role and organizational culture. Whilst we recommend using situational judgement tests for all roles, they are especially beneficial for positions that involve complex challenges, critical decision-making, and strong behavioral skills, such as sales, consulting, HR, finance, and retail.
Keep reading the following sections to find out more about situational judgement tests, including the specific behavioral competencies they measure, the format of SJT questions, and how you and your organization can benefit from incorporating these tests into your recruitment strategies.
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Situational judgment tests (SJTs) are rooted in the principles of psychometrics, the scientific study concerned with the objective measurement of psychological attributes such as behavior, cognitive ability, and personality. For decades, SJTs have been utilized as a trusted behavioral assessment tool in recruitment, helping employers to assess candidates’ work-related behavior.
In brief, work-related behavior refers to how individuals behave in the workplace, especially when faced with difficult challenges, tasks, and decisions. This encompasses a range of behavioral competencies, strengths, judgment, and values that reflect how employees navigate their role responsibilities and interact with colleagues, clients, and the work environment.
Measuring work-related behavior in the recruitment process is crucial because it helps recruiters identify candidates whose natural strengths and competencies align with the specific behavioral demands of the role and the organization’s culture.
The answer is – many!
The customizable nature of situational judgment tests allows hiring teams to target a variety of behavioral competencies, hard and soft skills, and values to suit their specific recruitment needs. Despite this, the following competencies are most commonly assessed in SJTs due to their relevance across industries and roles:
The choice of competencies assessed can also vary based on the seniority of the role. For entry-level positions, the focus may be on competencies such as communication, decision-making, teamwork, and time management. Situational judgment tests for managers are more likely to emphasize competencies like leadership, responsibility, professionalism, and ethical judgment. This flexibility ensures that the situational judgment test is aligned with the specific skills and behaviors needed for success in each position.
It is important to note that situational judgment tests are not designed to assess candidates’ prior job knowledge nor their technical skills. Instead, they encourage candidates to answer questions honestly, revealing their authentic behavioral tendencies, core strengths, and decision-making abilities. The overall goal of SJTs is to determine candidates’ alignment with the competencies and values required for success in the role.
Pre-employment situational judgment tests serve as reliable predictors of how candidates will think, behave, and handle real-life work challenges. These tests provide recruiters with a more accurate indication of a candidate’s potential job performance than traditional methods like CVs or interviews alone. For example, candidates who score highly in the situational judgment assessment are more likely to:
The significance of testing candidates’ competencies and strengths through a situational judgment test cannot be overstated. These scientifically-validated behavioral assessments provide a highly reliable method to determine candidates’ suitability for the role whilst effectively filtering out individuals who don’t meet the desired standards.
Let’s now take a look at some situational judgement test examples and questions.
When used in recruitment, situational judgement tests (SJTs) can vary significantly depending on the provider and employer. Some tests are timed, while others are not, and the number of questions can range from 18 to over 70. The two most common SJT formats are:
As the assessment progresses, the situational judgement questions typically become more complex, shifting from assessing basic judgement and decision-making to more advanced scenarios and challenges. With a flexible time limit, candidates can focus on completing the test and answering all questions as accurately as possible.
So, what exactly are SJT questions?
Regardless of the format, SJT questions present candidates with a series of realistic work-based situations – either in written or video form – related to typical daily challenges and responsibilities candidates may face in the role. These situations might involve workload issues, interpersonal conflicts, difficult decisions, ethical dilemmas, prioritization, and efficiency errors.
Candidates are then asked to imagine themselves in the scenario and rate the effectiveness of each response. There are three common response formats:
All three formats provide a comprehensive assessment of candidates’ decision-making abilities, helping employers to identify candidates who can not only make good decisions but also recognize and avoid poor ones.
Candidates may find situational judgement tests challenging if they are unsure about the test’s purpose or unfamiliar with the values of the organization. As hiring managers and recruiters, it is important to encourage candidates to prepare and practice for these situational tests. Familiarizing themselves with the test format and difficulty, as well as researching company values and objectives, can help candidates minimize overthinking and anxiety to better showcase their true abilities, leading to more accurate results.
To help you visualize, now let’s look here at an example of a situational judgement test question with worked solution:
This typical situational judgement exercise presents a work-specific scenario and four possible courses of action. Candidates must judge how they would respond to this potential work challenge by choosing the “best” and “worst” responses, with the other two options falling somewhere between.
While there is generally no specific time limit per question, our Assess Candidates situational judgement tests gives candidates 30 minutes to complete 18 questions. This allows enough time for thoughtful responses without overwhelming time pressure.
Situational assessment example worked solution:
The question above is an example of a candidate being assessed for a retail or customer service role.
At Assess Candidates, we offer two flexible customization options to tailor your situational judgement test to the specific requirements of your role, company, and competency framework:
Explore more SJT questions and examples or connect with our experts to discuss bespoke solutions.
In the following section, we delve into the pros and cons of implementing a pre-employment situational judgement test into your recruitment process.
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Situational judgement tests (SJTs) have become a go-to tool for employers during pre-employment testing and candidate selection. These assessments offer objective, reliable insights, enabling recruiters to identify candidates with the key competencies and strengths needed to succeed in their role and to subsequently progress them into the interview stage. Additionally, situational tests are particularly effective for narrowing down large applicant pools, making them highly valuable in graduate recruitment.
In this section, we explore the pros and cons of integrating situational judgement tests into your recruitment process, highlighting how they save time and money, enhance the quality of hires, and reduce biases and discrimination.
Situational judgement tests are unique in their flexibility to be tailored exactly to specific competencies, roles, and organizations, making them highly relevant to the advertised job. Professionally designed SJTs allow employers to assess candidates against real-life challenges, aligning their pre-employment screening with both their specific role requirements and company culture.
While traditional psychometric tests are great for predicting task-based performance, SJTs provide a more holistic perspective, helping recruiters predict candidates’ overall suitability, strengths, and cultural fit with their exact job.
For example, when hiring for a retail associate role, an SJT can be customized to focus on relevant competencies like customer service, interpersonal skills, time management, and problem-solving. If an applicant struggles to communicate effectively or handle customer complaints, it may indicate that they are not the best fit for the role.
Hiring best-fit candidates can be a lengthy, costly, and complex process. Using automated online situational judgement tests at scale helps streamline and accelerate the hiring cycle. Instead of manually sifting through hundreds of applications and resumes, an online situational judgement test efficiently screens thousands of candidates in minutes, delivering instant results with a single click. This allows hiring managers to quickly eliminate unqualified candidates who lack the required competencies and focus on a smaller pool of qualified candidates, saving valuable time.
Moreover, SJTs help cut the high costs associated with large-scale recruitment. Administered online and typically priced either per test or via a flat fee, these assessments offer a low cost per candidate, making them a cost-effective selection solution. By filtering candidates early, SJTs reduce the number of candidates invited to more expensive methods, such as in-person interviews or assessment centers, optimizing the budget.
When implemented effectively, a situational judgement test can significantly enhance the quality of hires. SJTs are scientifically validated to accurately predict candidates’ job performance in the workplace – how they handle real-life challenges, solve problems, and make decisions. Unlike CVs, which can be prone to dishonesty and exaggeration, SJTs provide a more reliable prediction of a candidate’s job performance.
Situational judgement tests also provide insight into a candidate’s suitability for the role and potential for long-term success within the organization, leading to more accurate and well-matched hires. Employees, whose strengths and behavioral competencies are aligned to the demands of the role, are more likely to be satisfied, perform their responsibilities effectively, and integrate seamlessly into the workplace culture. This correlates to employees staying longer and improved retention rates – an important factor given the high rates of staff turnover within industries such as retail.
SJTs are even more powerful predictors of job performance when combined in the hiring assessment process with other psychometric tests, such as numerical, verbal, and logical reasoning assessments, and personality tests. This holistic approach allows recruiters to make well-informed hiring decisions based on a full understanding of a candidate’s behaviors, skills, and personality, ensuring only the most qualified candidates advance through the initial assessment stages.
Situational judgement tests are essential for organizations that prioritize data-driven hiring and aim to eliminate uncertainty in the recruitment process. These tests provide quantifiable, comparative insights on candidates’ competencies and suitability, allowing employers to easily rank applicants and identify the best-fit to progress to the next assessment stage. This approach helps mitigate the risk of expensive hiring mistakes and mis-hires.
Situational judgement tests are anonymized and indiscriminate, designed to help minimize both conscious and unconscious biases in the hiring process. By selecting candidates based on their competencies and predicted job performance rather than subjective factors related to background, education, age, gender, ethnicity, or race, these tests ensure hiring decisions are fair and objective.
For candidates from underrepresented or disadvantaged backgrounds, who may find traditional interviews limiting, situational tests provide an equal opportunity to showcase their natural behaviors and potential. This promotes a fair and inclusive hiring process that aligns with company values and legal policies.
Online situational judgement tests broaden the applicant pool by making the hiring process accessible to candidates who may not be able to attend in-person interviews or assessments. By adjusting the SJT test’s cut-off scores, hiring managers can further diversify the talent pool by targeting specific competencies that are lacking within their existing team. This approach creates a more diverse and inclusive workforce and a more agile, dynamic business.
Situational judgement tests are designed to be easily accessible, user-friendly, and flexible, allowing candidates to complete them at their convenience, often at home. This accessibility contributes to a positive candidate experience, which is key in today’s competitive job market for employers to stand out from the crowd.
SJTs are tailored by employers to mirror the specific real-world demands and challenges of the role. These tests tend to be favored by candidates as they provide transparent and realistic insights into the day-to-day responsibilities, work environment, and company culture. With this real-world preview, candidates can manage their expectations and self-assess whether the job and employer align with them and their career goals. In some cases, it enables candidates to self-select out if the role is not a fit.
To enhance engagement, you can integrate multimedia elements such as images, videos, or gamification into your situational judgement test. These additions not only make the test more interactive and engaging but also provide a more vivid picture of your organization’s culture, values, and demands. In turn, this can boost your employer brand identity and help you stand out from the crowd in competitive job markets.
Integrating a situational judgment test into your hiring process empowers you to confidently identify and shortlist candidates who have the key competencies needed for the role. This not only contributes to a more successful and productive workforce but also improves employee retention.
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With that being said, it is essential to also consider any potential drawbacks of this assessment tool to ensure you are making well-informed decisions.
Solution: Encourage your candidates to practice a situational reasoning test before the actual assessment. Familiarizing themselves with the types of situational judgement questions and their format can ease anxiety and allow them to showcase their true abilities under conditions similar to those they might face in the workplace.
Solution: Plan and customize your SJT in advance to carefully align with the specific role requirements. Make sure your hiring team receives proper training from professionals, like the expert consultants at Assess Candidates, to understand how to fully leverage the SJT tool and accurately read the reports. This will enable your team to maximize the test’s potential and make informed hiring decisions.
Solution: When choosing an assessment test provider, it is important to check whether they offer strong cheating prevention measures. Many reputable providers, such as Assess Candidates, use advanced cheat detection technology and safeguards to maintain test integrity.
Solution: If an off-the-shelf SJT does not work for you, you may prefer designing a semi-bespoke or fully-bespoke solution with assessment test professionals, such as Assess Candidates, to tailor the test to your specific role and organizational competency framework.
Solution: Partner with third-party assessment providers, like Assess Candidates, who specialize in offering cost-effective, bespoke situational judgment tests that align with your recruitment needs. Additionally, while the initial investment may seem high, SJTs help hire the right candidates first time, reducing involuntary turnover, training costs, and long-term recruitment expenses. Therefore, they are a smart investment rather than an expense.
Now that we have a better understanding of the benefits and potential drawbacks of using situational judgment tests as recruitment tests, we will move on to discuss where and when SJTs should be integrated into the hiring process.
Situational judgment tests (SJTs) can be effectively integrated at various stages of the recruitment funnel, depending on the role’s seniority and the organization’s size. However, they are most impactful when used early in the pre-employment screening stage. By inviting candidates to take a SJT test early on, employers can quickly and efficiently identify best-fit candidates with the key competencies, whilst candidates can immediately learn about the job to self-assess their interest in the position.
Imagine you are hiring for a new role and have received 1,000 applications. Instead of manually sifting through resumes, you can streamline the process by initially inviting candidates to take an online situational judgement test alongside other aptitude tests, such as a numerical, verbal, and/or logical reasoning test. This approach allows you to quickly and accurately evaluate both behavioral and cognitive abilities. And by setting a clear pass threshold, you can easily filter out those who don’t meet the criteria.
Alternatively, you can assess candidates’ cognitive abilities first with pre-employment aptitude tests, then follow up with a situational judgment test and personality test to learn about candidates’ behavioral competencies and personality traits. This enables you to easily progress only the top performers, who meet the criteria and align best with the role and organization, to the next assessment stage – whether an in-person or video interview, or assessment center.
To further enhance your interview process, we recommend using insights from the SJT to ask follow-up interview questions that delve deeper into a candidate’s behavioral strengths and weaknesses. Situational judgment tests should inform interviews, not replace them.
After filling out their applications, candidates receive a link to the talent assessment platform and are typically given several days to complete the situational assessment test. Recruiters can review candidate results via an online reporting dashboard and shortlist the top candidates for the next round of recruitment.
Below is a detailed explanation of the purpose and role of situational judgment tests at different stages of the recruitment process:
Incorporating situational judgment tests at various stages of the hiring process empowers organizations to streamline operations, reduce biases, enhance candidate experience, and customize onboarding and training to each employee’s unique needs. Situational tests are also widely used internally within companies to evaluate employees for promotions. Use a situational judgment test at the assessment stage that works best for your recruitment strategy!
SJTs are also a valuable tool for in-house learning and development. Employers can use these tests within teams to reveal strengths and pinpoint areas for improvement for both new hires and current employees. Whether the focus is on enhancing competencies such as problem-solving skills, decision-making abilities, communication, or customer service, the insights gained from SJTs provide a solid foundation for designing and implementing a targeted programme to ensure professional growth and upskilling of new hires and employees.
If you choose not to administer a situational judgement test during the initial screening stage, incorporating it into the interview process – whether in-person or a video interview – is also a common and viable alternative. However, it is worth noting that conducting a SJT interview may be less efficient, as rather than having an awareness of each candidate’s competencies, strengths, and weaknesses before they meet, the interviewer is required to evaluate responses and results in real time.
Despite this, this approach reduces the risk of mis-hires and identifies the right candidates who align with the needs of your role and organization. The aim of situational judgement interview questions is to evaluate a candidate’s decision-making, problem-solving, and interpersonal skills in realistic workplace scenarios. This helps gauge how they would handle on-the-job responsibilities and challenges.
But what are situational judgement interview questions?
Here are examples of situational judgment interview questions commonly used:
Example Question: “You notice that two team members are in constant disagreement, which is affecting team morale and productivity. How would you handle this situation?”
Example Question: “A customer is upset because their order is late, and they are threatening to leave a negative review. How would you address their concerns?”
Example Question: “You are managing a project and realize a critical mistake was made that could delay the deadline. What steps would you take to address this issue?”
Example Question: “You are part of a project team, and a colleague isn’t contributing equally, leading to delays. How would you handle this situation?”
These situational judgement interview questions will assess candidates’ behavioral competencies, core strengths, judgment, and soft skills, such as communication, adaptability, emotional intelligence, and teamwork. This comprehensive approach at the interview stage ensures that you are selecting candidates who are well-rounded and have the necessary competencies for success in the role – they can effectively problem-solve and make smart decisions in the workplace.
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In the next section, we outline step-by-step the best practices for incorporating a situational judgment test into your hiring process. Ready to dive in?
To maximize the effectiveness of integrating a situational judgment test into your recruitment process, it is important to follow several best practices. Here, we have outlined three straightforward steps to help you efficiently shortlist and select the right candidates first time. These steps ensure that your hiring decisions are accurate, data-driven, and aligned with the role’s specific demands.
By adhering to this streamlined and efficient selection process and best practices, you can make informed hiring decisions with confidence. Explore our situational judgment tests to discover how they can help you identify candidates with the competencies needed for success in your role and organization.
Situational judgement tests (SJTs) are among the most widely utilized tools in candidate selection thanks to their versatile and customizable nature. They can be tailored to assess candidates’ competencies for a wide range of roles, from entry-level positions like apprenticeships and graduate schemes to more experienced management and senior executive roles or career transitions. The flexibility of SJT questions allows the scenarios to be adapted accordingly to match the complexity and specific requirements of each role.
In this section, we examine how situational judgement tests are practically applied in different types of recruitment and identify which roles benefit the most from using these recruitment tests.
Situational judgement tests are especially popular for graduate programs and entry-level roles, where organizations need to quickly hire multiple graduates within a relatively short time period from a large applicant pool, whilst ensuring the process is fair and legally defensible.
This approach is particularly beneficial for highly skilled positions or managerial roles, where assessing candidates’ ability to handle complex scenarios and make sound decisions is crucial for success.
In rolling recruitments, it is crucial that the test provider supports rolling operations with ongoing reporting, support, clear communication and minimal administrative burden. Integrating an applicant tracking system (ATS) can achieve this, ensuring smooth management and coordination of candidate evaluations and advancements.
The short answer: virtually all!
All roles across diverse industries require employees to have specific competencies and strengths that are essential for success when handling their responsibilities and workplace challenges. While industries like healthcare have been successfully utilizing situational judgement tests (SJTs) since the 1950s, other sectors have increasingly adopted these tests since the 1990s to enhance their hiring processes and select best-fit candidates.
In particular, SJTs are beneficial in roles and industries where strong interpersonal skills, decision-making, problem-solving, and other soft skills are critical. In such cases, integrating a situational judgement test into your recruitment process is not just a beneficial tool but an essential one for selecting individuals who are well-suited to meet the demands of their roles and thrive in their work environments.
Industries that use situational judgement tests in recruitment include:
The industries mentioned above have long utilized situational judgement tests to effectively identify and hire best-fit talent. Overlooking a candidate’s competencies and suitability for the role can result in costly mis-hires and ultimately hinder business success. By prioritizing SJTs in your recruitment strategy, you can ensure you select the right candidates who not only align with the role, but also make meaningful contributions to your organization’s growth and objectives.
Jobs that use situational judgement tests for hiring include:
Below is an outline of some example roles in which the situational judgement test could be used to assess candidates’ competencies and enhance the recruitment process.
Using SJTs as recruitment tests for public sector roles:
Using SJTs as recruitment tests for retail roles:
Using SJTs as recruitment tests for consultancy roles:
If you are an employer that after reading through this information is still unsure about whether using a situational judgement test is the right fit for your organization, click here to learn more or contact us for a free analysis tailored to your recruitment needs.
Next, we will share some examples of leading employers who have successfully integrated situational judgement tests into their hiring process.
In recent years, situational judgement tests have become a cornerstone of the recruitment strategies of major global corporations. More recently, small and medium-sized enterprises (SMEs) and startups have also increasingly begun to recognize the value of these assessments in improving their candidate selection processes and making more informed, objective hiring decisions. Here are some of the top employers leveraging the best situational judgement tests in their recruitment efforts:
Historically, situational judgement tests have been underutilized by SMEs due to the infrastructure demands and costs associated with setting up in-house candidate testing software. Whilst larger organizations may have had the technology and budget, smaller organizations have faced challenges in this area. However, recent advancements in specialized third-party SaaS (software-as-a-software) solutions have addressed these issues and made it easier than ever to integrate SJTs into the recruitment process.
Today, more and more businesses, regardless of size, are leveraging online pre-employment testing services, such as situational judgement tests, provided by third-party assessment providers like Assess Candidates. These solutions offer a cost-effective alternative to more costly traditional interview processes, require no infrastructure setup from the employer, and are quick and easy to launch as part of your recruitment campaigns. These modern online pre-employment tests are fully automated and cloud-based.
Concerns about the cost of integrating an online situational judgement test into your recruitment strategy are common, but existing cost models are flexible and offer affordable solutions for various recruitment needs and volumes. Investing in these pre-employment tests is economical compared to the high cost of a bad hire or the limitations of a narrow talent pool.
The availability of cost-effective candidate testing software and the ease of integrating a situational assessment test into your existing recruitment campaigns mean that smaller businesses can also now benefit from tools that were previously reserved for larger organizations with bigger budgets. Situational judgement tests are so popular among employers because they can be used for any type of role – whether that’s working with people, working in an office, working in a store, working for decisions, etc.
So, who are some of the top candidate assessment software providers that you should consider to help implement your situational test?
When choosing a candidate assessment provider for your situational judgement test, it’s crucial to evaluate both the quality of the SJT test and the overall functionality of the assessment platform. To ensure you select the right solution, consider the following key questions:
By considering these factors, you can confidently select a candidate assessment platform for your situational judgement test that meets your objectives and enhances your recruitment process.
Here are some of the top pre-employment screening providers to help you assess candidates’ competencies and suitability for your role:
Now let’s explore why employers are using Assess Candidates’ situational judgement tests to streamline their hiring processes and select top best-fit talent.
At Assess Candidates, we specialize in a wide range of psychometric tests, including situational judgement tests (SJTs). We offer both semi-bespoke and fully-bespoke solutions to customize your SJT and recruitment campaign to meet the unique needs of your business.
Below is an example of the campaign reporting dashboard available on the Assess Candidates platform. This user-friendly tool is designed for hiring managers and HR professionals, offering detailed insights and advanced sorting functions to simplify and enhance candidate assessment and selection.
Assess Candidates is a trusted assessment provider of end-to-end assessment solutions, catering to small, medium, and large employers alike. We ensure that you can successfully hire top best-fit candidates first time. Why not explore our situational judgement tests and start hiring today!
A leading technology firm is encountering difficulties in hiring top talent for key sales roles. While they receive numerous applications from candidates with strong sales experience and technical knowledge, the current recruitment process struggles to assess how well these individuals can handle high-pressure sales deals, build long-term relationships with clients, and align with the company’s dynamic culture. As a result, the sales team often hires salespeople who fail to meet the high targets, underperform in important B2B negotiations, or lack the resilience required in a competitive tech-driven market. The organization needs an effective solution to assess candidates’ interpersonal skills, problem-solving skills, decision-making, and negotiation abilities, ensuring they are well-suited for the fast-paced and high-stakes sales environment.
At Assess Candidates, we recommend that the technology firm implement a bespoke situational judgement test (SJT) early in its recruitment process for their sales role. A customized SJT would focus on critical sales competencies such as negotiation, problem-solving under pressure, client relationship management, resilience, and adaptability in fast-evolving tech markets. Additionally, by including sales scenarios that are likely to occur at this company – such as closing deals with key stakeholders, responding to objections, and managing long sales cycles – the SJT test can provide valuable insights into how candidates are likely to perform in their specific sales role , ensuring that only the strongest candidates advance to the next stage of the hiring process.
Incorporating situational judgement tests into the sales recruitment process will enable the technology firm to better assess candidates’ ability to handle the challenges of tech sales. By identifying individuals who possess strong negotiation skills, resilience, and a client-focused mindset, the company will make more informed hiring decisions, resulting in better-aligned hires. This approach will lead to higher sales performance, improved client retention, and stronger overall sales team cohesion, driving revenue growth and long-term business success.
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Pre-employment situational judgement tests measure candidates’ work-related behavior, including behavioral competencies, core strengths, values, and judgment. SJTs help employers predict candidates’ job performance and suitability for the role. Candidates who score highly on situational tests will typically be well-suited for the role and organization and will excel in solving problems and making sound decisions.
Situational judgment tests are typically used during the initial screening stages of the recruitment process. These tests quickly and accurately evaluate candidates’ behavioral competencies to help employers shortlist only the best-suited applicants to pass to the next stage of recruitment. Situational judgment tests are particularly beneficial for graduate scheme recruitment and for roles that involve difficult problem-solving and decision-making to overcome challenges.
Situational judgement tests are highly effective behavioral assessments for recruitment. They have undergone decades of research history and rigorous scientific validation to ensure they are a reliable and accurate method for assessing candidates’ behavioral competencies and strengths. By using SJTs for hiring, employers can predict candidates’ job performance and suitability for the role so that they can make more informed hiring decisions, leading to better productivity and reduced training costs.
Pre-hire situational judgement tests vary in difficulty based on the test provider and role requirements. Situational tests adequately challenge candidates to predict how they might behave in realistic workplace challenges that are high-pressured. While some assessments may be more challenging than others, they all aim for fairness and objectivity, allowing candidates to perform well regardless of prior experience or job knowledge.
Yes, situational judgment tests ensure objectivity in the hiring process by providing a standardized, bias-free way to evaluate candidates’ work-related behavior. They use consistent scoring criteria and assess candidates objectively based on their behaviors and job performance, rather than subjective judgments. SJT tests offer fair candidate assessment and empower employers to make objective hiring decisions.
Are you looking for deeper insights into a candidate’s personality, work style, and motivations? Have you thought about incorporating a workplace personality test into your hiring process?
Personality tests (personality questionnaires) are a key pre-employment tool in modern recruitment, helping employers assess whether a candidate’s personality aligns with the role, work environment, and company culture.
As an experienced recruiter, hiring manager, or HR professional, you likely use a variety of assessment tools, such as online aptitude tests, game-based assessments, video interviews, and assessment centers, to quickly identify and hire qualified candidates. However, it is important to note that workplace personality also plays a significant role in job performance, affecting how employees interact with others, stay motivated, and approach challenges.
Through a personality test, you can gain valuable insights into candidates’ personality traits and workstyle preferences early on, ensuring you place the right individuals in roles where they can thrive and make long-term contributions. For organizations seeking to make informed hiring decisions and build productive, energized teams, these tests are a powerful tool.
But how exactly do personality tests for hiring work, and what should you consider before using them?
In this guide, we will debunk common myths about personality tests for hiring, explain what they measure, and discuss the pros and cons of using them. You will also learn when and how these tests can seamlessly integrate into your recruitment strategy – just as countless other employers are already doing.
Whether you are an expert or just discovering workplace personality tests, continue reading to find out how they can help you select best-fit candidates for your specific role and organization. At Assess Candidates, our team of organizational psychologists and consultants are here to support you every step of the way!
A pre-employment personality test, also referred to as a personality questionnaire, workplace personality test, or work personality test, is a type of psychometric assessment designed to identify a candidate’s personality traits and characteristics in diverse situations. Unlike other psychometric tests that measure cognitive skills or behavioral competencies, pre-employment personality tests focus on an individual’s inherent personality to predict whether they are a good fit for a role, team, and company culture.
Personality questionnaires are widely used in recruitment to screen candidates. Depending on the organization’s hiring needs, they can be administered online during the initial screening phase or in later stages such as before or during interviews. These questionnaires typically present candidates with statements related to personality and ask them to self-report how much they agree or disagree with each one, helping to create a profile of their characteristics and preferred work style.
Workplace personality tests are generally not timed. This allows candidates to respond without the pressure of a ticking clock, encouraging more honest and accurate answers that represent their true personality at work. Nevertheless, a typical test with around 90 questions like the Work-style Personality Questionnaire (WPQ) is likely to take about 10-20 minutes to complete.
While this guide focuses on the use of personality tests for recruitment, it is important to recognize the broader applications of personality assessments in the workplace. Here are several ways in which they can be leveraged:
For recruiters and hiring managers, pre-employment personality tests can be a valuable tool in the candidate selection process. These tests offer deeper insights into candidates that cannot be easily extracted from CVs, LinkedIn profiles, or short interviews.
For example, when hiring for a customer service role, a more introverted candidate might not stand out in a traditional interview setting, but a personality assessment could reveal they have critical traits like active listening and empathy.
The purpose of incorporating a personality questionnaire into your hiring process is not to filter out candidates like other psychometric tests but rather to learn more about them and their optimal working environments. This helps you to determine whether their natural traits align with what is expected for success in your role and within your organization. We recommend using personality questionnaires for all roles, especially those that emphasize social interactions and teamwork where personality plays a pivotal role.
Continue reading to find out more about the different types of personality tests used for hiring, what they measure, the format of personality test questions, and how your organization can benefit from integrating these tests into your recruitment strategies.
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Pre-employment personality tests are rooted in the principles of psychometrics, the scientific discipline dedicated to objectively measuring psychological attributes such as personality, cognitive abilities, and behavior. For decades, personality tests have been used in recruitment and talent acquisition as a tool to provide reliable insights into a candidate’s workplace personality and character.
To assess these traits, personality tests in recruitment use two main scientific approaches: projective and objective measures.
Workplace personality refers to an individual’s natural way of behaving and interacting in a professional setting. It encompasses a collection of traits, behaviors, work-style preferences, attitudes, and values that shape how an employee prefers to approach their work, overcome challenges, stay motivated, and engage with colleagues, clients, and their environment.
These aspects of personality remain generally stable throughout an individual’s life and are difficult to learn. Therefore, well-designed personality tests aim to assess permanent traits rather than temporary emotional states, like anger or frustration.
Measuring workplace personality during the recruitment process is important because it allows recruiters to identify candidates whose natural traits and preferred work style align with the role’s specific demands and the team and company culture. For example, a job that requires constant interaction with people would benefit from a candidate who enjoys socializing and communicating with people. When employees’ are placed in roles that fit their workplace personalities, it leads to happier staff, higher engagement, increased productivity, and overall organizational success.
The answer is – many!
Although there are many different types of personality tests used for hiring, each measuring different core traits, most assess a combination of the following key areas:
Workplace personality tests reveal how well a candidate will fit within the role, team, and company culture beyond their technical skills and capabilities. These assessments serve as reliable predictors of how candidates think, communicate, approach problems, handle change, interact with others, and demonstrate leadership. Whilst these characteristics typically emerge over the first few months of employment, personality tests for hiring offer recruiters an accurate glimpse before employment into a candidate’s potential job and cultural fit.
It is important to remember that there is no “better” or “worse” workplace personality, only that some people naturally thrive in certain work environments more than others.
If you want to know whether your candidates possess the traits that align with success in your role, and whether they are likely to feel satisfied and engaged within your organization, then the importance of using a personality test questionnaire cannot be overstated. These scientifically-validated assessments provide a reliable data-driven method to determine whether a candidate is likely to excel in your role and organization.
Let’s now take a look at some of the different types of personality tests used for hiring.
There are many different types of personality tests used for hiring, each offering a unique approach to evaluating candidates’ personality traits, which caters to the wide range of working structures, business models, work environments, and daily responsibilities.
Some personality tests are extremely popular and well-known, such as the SHL Occupational Personality Questionnaire (OPQ). Others, like cultural fit tests, focus on selecting talent that matches organizational culture and core values; others categorize candidates into specific personality types.
Another example is the Assess Candidates Work-style Personality Questionnaire (WPQ), based on the Big 5 (OCEAN) Personality Model, which has been developed in-house by chartered psychologists and scientists and is exclusively available through Assess Candidates.
Below you will find a comprehensive list of the different types of personality tests and learn how each one can help enhance your recruitment process.
This method of pre employment personality testing classifies candidates into 16 distinct personality types to reveal their preferred work style and environment, how they make decisions, and how they relate to others. This helps employers to better match candidates to teams with compatible working preferences, limiting potential workplace conflict and fostering stronger professional relationships. This approach is particularly valuable for organizations that emphasize collaboration and teamwork in their culture.
The 16 Personality Types model is based on four basic dimensions: Extroversion or Introversion, Sensing or Intuition, Thinking or Feeling, Judging or Perceiving. Popular tests like the Myers-Briggs Type Indicator (MBTI) are based on this framework. Typically, this personality questionnaire follows a closed-choice format, where candidates select answers that best represent their workplace personality.
The DISC Test measures how candidates naturally behave, think, express emotions, and interact with others, placing them on a scale of personality traits rather than fitting them into rigid categories. This assessment provides employers with valuable insights into how individuals work best depending on their personality trait, making it useful not only for recruitment but also for existing employees to build effective collaboration strategies. Recruiters who have clear job descriptions and prioritize collaborative work will find the DISC test particularly beneficial.
The DISC assessment focuses on four primary personality traits:
Typically, one of these four traits is dominant, with the others complementing it. Candidates complete a self-reporting test, rating 48 personality statements on a scale from “very accurate” to “very inaccurate” according to how well each statement reflects their personality at work.
The Enneagram Personality Test identifies nine distinct, interconnected personality types. Each is shaped by core motivations, fears, passions, and desires, and reflect different patterns of thinking, feeling, and behaving. Employers can use the Enneagram test to gain deeper insights into how candidates handle interpersonal relationships and navigate challenges, making it easier to identify individuals who are best suited for specific roles.
The test produces nine “enneatypes”, represented by a nine-point geometric figure that highlights the interconnectedness of personality types. For example, Type 1 is “The Reformer”, Type 4 is “The Individualist”, and Type 7 is “The Enthusiast”. Candidates answer a series of either-or questions and select the response that best aligns with their workplace personality. While the test suggests ideal jobs for each type, these recommendations merely offer guidance and other jobs may also be suitable.
Backed by over 60 years of research, the Caliper Profile measures candidates’ inherent characteristics and motivations across 23 key personality traits, providing valuable insights into their job performance and potential for long-term success. The results can be applied throughout an employee’s lifecycle, from recruitment, development, promotion, and team building. Employers value this test for its resistance to manipulation and its measurement of both negative and positive qualities, making it difficult for candidates to skew their answers.
Some core attributes assessed by the Caliper Profile include leadership, risk-taking, aggressiveness, assertiveness, and time management. The test presents a variety of questions where candidates must choose the statement that best or least agrees with their workplace personality as well as abstract reasoning questions to assess problem-solving abilities. These responses generate a score that employers can use to compare individuals’ results – the higher the score, the greater likelihood of exhibiting certain traits and behaviors relevant to the job.
The Predictive Index (PI) assessment measures candidates’ personality, intelligence, and work-related skills to create a well-rounded candidate profile. It focuses on four primary personality traits – formality, dominance, patience, and extraversion – and two secondary traits – decision-making and response level. This short personality questionnaire, lasting only 10 minutes, asks candidates to choose the words that best describe themselves and how they believe others expect them to behave. The results offer employers quick insights into how candidates think, behave, and fit within a given role. If you’re looking for an efficient, fast-paced personality test, the Predictive Index is ideal.
With over 30 years of use, the OPQ test is one of the most popular personality tests in recruitment for evaluating a candidate’s preferred work style and determining job performance and cultural fit. The OPQ presents candidates with 104 questions, each containing four behavior-based statements from which they must select the one that is “most like” and “least like” them at work. This test is versatile, making it suitable for candidates at all levels, from entry-level up to management and executive positions. Employers rely on the OPQ to gain deeper insights into how candidates may perform and thrive within specific roles and organizational environments.
Developed by Costa and McCrae in 1986, the Big Five, or Five Factor Model (FFM), is widely regarded as the most scientifically validated personality assessment. Unlike the other tests, it measures five core personality traits, that are integral to workplace behavior, to create a comprehensive profile of a candidate’s personal and emotional tendencies. This test helps predict how individuals think and behave, particularly in challenging situations, and their compatibility within the team and organizational culture. Rather than categorizing candidates into fixed personality types or relying on right-or-wrong logic, the Big 5 test uses a percentage scale system to reflect where candidates sit across the five traits.
Whilst individuals tend to lean more strongly toward one trait, the Big 5 test measures the following five dimensions, forming the acronym OCEAN:
The Big Five test uses a Likert scale (degree of agreement scale) to ask candidates to rate how strongly they agree or disagree with various statements. The Big Five model underpins tests like the Work-style Personality Questionnaire (WPQ), making it a valuable tool not only for recruitment but also for employee learning and development programs and promotion strategies.
With all this knowledge, how can you determine which personality assessment is the best fit for your organization? While each of these personality tests offers valuable insights, selecting the right one is your decision and depends on your role’s specific requirements and your recruitment objectives. You must also consider the reliability of the test and whether it has been scientifically-validated by professionals. Using a personality assessment not designed for candidate screening and recruitment could lead to misguided hiring decisions.
It is important to note that we do not recommend using any personality tests to make final hiring decisions nor to solely filter out candidates. Rather, they should serve as a supplemental tool along with other pre-employment testing and selection methods to enhance the recruitment process, providing an in-depth understanding of a candidate’s personality traits, work-style preferences, and fit within your role and company culture. These insights can also help shape the questions you ask during interviews.
Let’s now take a look at an example of a personality test and its format.
As we have seen, personality tests for recruitment can vary significantly depending on the provider and employer. Most tests are untimed questionnaires, with the number of questions ranging from 20 to over 200. The lenient time limits allow candidates to focus on completing the questionnaire and answering each question as honestly and accurately as possible. These questionnaires can be administered with pen and paper or via an online assessment platform, providing flexibility for both candidates and employers.
So, what are personality test questions?
Personality test questions are designed to assess a candidate’s natural personality traits and work preferences. The format typically involves candidates self-reporting their responses to personality-related and behavior-based statements. Common response formats include:
All these formats help build a detailed profile of candidates’ workplace personality, which can be used to predict how they might perform, stay motivated, and interact with others within a specific role and work environment.
The Assess Candidates Work-style Personality Questionnaire (WPQ) is an untimed assessment designed as a series of short statements in which candidates are required to indicate how much they agree or disagree with each one in terms of how it describes themselves. It uses a five-point Likert scale with one being “strongly disagree” and five being “strongly agree”.
The WPQ is grounded in the Big Five Personality Traits, focusing on the following dimensions:
Importantly, there are no right or wrong answers in the WPQ, as it is intended to capture a candidate’s natural personality traits and behavioral tendencies rather than technical skills. It is essential that recruiters reassure candidates of this to encourage honest, authentic responses. Nonetheless, some candidates may attempt to manipulate their answers to align with what they think employers want to hear or give the same safe answers to each question.
To address this, the WPQ incorporates a sixth dimension: the Social Desirability Scale. This examines whether a candidate has responded in a socially desirable way – overly-favorable or overly-critical – rather truthfully. Most individuals will score in the middle of this scale, however, both unusually high or low scores must be reviewed with care. We recommend exploring these answers further in interviews, where a candidate’s more spontaneous reactions can be compared with their questionnaire responses.
Using the WPQ in the hiring process
The WPQ should not be used as a standalone tool for final decision-making but as part of a wider recruitment strategy. Relying solely on it risks eliminating candidates who may still thrive and succeed in your organization. Similarly, making hiring decisions based purely on technical skills can overlook crucial aspects of role and cultural fit.
For the best results, we recommend combining our workplace personality test with other psychometric assessments, such as logical reasoning tests and situational judgement tests, along with other selection methods like video interviews and assessment centers. This integrated approach provides a holistic view of a candidate’s technical skills and suitability, ensuring informed hiring decisions based on multiple data points.
Can you customize the WPQ?
At Assess Candidates, we recognize that one-size-fits-all does not apply to personality assessments. That is why we offer the option to customize your WPQ scoring and reporting to align with the specific requirements of your role and company culture.
Simply send us your personality framework and we will tailor the WPQ to produce a customized job-fit score. This will include the development of red danger zones to accompany the amber and green zones on candidate reports, helping to quickly identify which candidates most align with your organization’s culture and work-style preferences.
While the red danger zones highlight potential areas of concern, it is important not to disregard candidates purely based on this. Instead, use the report and insights for further exploration during interviews to understand why they may have scored in these zones and whether they can still be a good fit for your organization.
Now let’s take a look at an example of a personality test question:
This personality test example presents a series of behavioral statements. Candidates must read each statement carefully and state how much they agree or disagree with the statement, for example “I get on with everyone”, using the Likert scale as below:
Explore more personality assessment examples or connect with our experts to discuss bespoke solutions.
In the following section, we dive into the pros and cons of including a pre-employment personality test in your recruitment process.
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Pre-employment personality tests have become a key tool for employers in the candidate selection and screening process, especially with the rise of online assessments. These tests offer objective, reliable insights into candidates’ personality traits, work preferences, and behaviors, which are critical factors in determining role fit, cultural fit, and team performance. By providing a more well-rounded understanding of each candidate, personality tests ultimately empower employers to make more informed hiring decisions.
In this section, we explore the pros and cons of integrating a personality questionnaire into your recruitment process, focusing on how they can save time and money, improve the quality of hires, and reduce biases and discrimination in decision-making.
When implemented effectively, pre-employment personality tests can significantly enhance the quality of hires. These tests are scientifically validated to accurately assess candidates’ suitability for a role, their place within the organizational culture, and their potential for long-term success. This leads to more precise and well-matched hires. Unlike CVs, which can be easily manipulated, personality assessments for hiring provide a more reliable prediction of whether a candidate is a good fit, not just on paper, but in how they naturally think, act, and collaborate in a professional environment.
Employees whose workplace personality aligns with the role’s demands, the company’s values, and the team’s working style are more likely to feel energized, satisfied, and engaged at work. This often translates into higher job performance and staying longer at the company, which in turn creates a more positive work environment for all employees and fosters higher retention rates – an important factor for industries that struggle with high staff turnover and, as a result, poor productivity.
Personality tests become even more powerful predictors of job performance and role suitability when used in combination with other psychometric assessments, such as numerical, verbal, and logical reasoning tests, and situational judgement tests. This multidimensional approach allows recruiters to make well-informed hiring decisions based on a full understanding of a candidate’s workplace personality, behaviors, and skills. Using combined results, employers can ensure only the most qualified candidates advance through the early stages of recruitment.
Personality tends to be more stable than behavior. Whilst individuals can change or adapt their behaviors over time to form new habits, personality – rooted in inherent values, traits, and mechanisms – remains relatively consistent. In new or unfamiliar situations, personality is more likely to shine through naturally, while behavior may shift based on external factors. Think of behavior as the tip of the iceberg, just visible above the surface, while personality is everything below which is often unseen during the hiring process unless revealed through a workplace personality test.
Hiring the right candidates can be a lengthy, costly, and complex process. Integrating automated online personality tests at scale helps streamline and speed up the recruitment cycle. Instead of manually reviewing hundreds of resumes, a personality assessment can efficiently screen thousands of candidates within minutes, delivering instant results with a single click. Combined with results from aptitude tests and other pre-employment assessments, hiring managers can quickly create a shortlist of qualified candidates who meet the criteria before starting interviews, saving valuable time.
Additionally, hiring personality tests reduce the high costs associated with large-scale recruitment. Administered online and typically priced per test or through a flat fee, these assessments offer a low cost per candidate, making them a cost-effective solution. Moreover, candidates in positions that do not match their personality traits often show lower engagement and performance, leading to higher turnover. Ensuring candidates are the right fit from the start minimizes the needs for costly rehiring and retraining, further optimizing recruitment budgets.
Personality tests are invaluable for organizations that prioritize data-driven hiring decisions. These assessments provide accurate, actionable insights into candidates’ workplace personalities and role suitability, enabling employers to confidently identify those who align with the position and company culture. This approach helps reduce the risk of costly hiring mistakes and mis-hires. For example, if a candidate demonstrates a strong preference for finding new ways to solve problems and an ability to manage stress, they can be placed in a strategic leadership role with greater confidence in their potential for success.
Workplace personality tests are designed to help minimize both conscious and unconscious biases in the hiring process. By focusing solely on candidates’ workplace personality and predicted job performance without the interference of subjective factors such as background, education, age, gender, ethnicity, or race, these tests ensure hiring decisions are objective and fair.
Not only is it difficult to accurately assess personality in a short interview, but different interviewers may paint varying pictures of the same candidate’s workplace personality. Personality tests, however, provide a consistent and standardized evaluation of a candidate’s traits, ensuring all are judged on the same criteria. This promotes a more equitable hiring process that aligns with company values and legal policies.
Online pre-employment personality tests expand the applicant pool by making the application process accessible to candidates who may be unable to attend in-person interviews or assessments. By customizing personality reports, like on the Assess Candidates WPQ, hiring managers can focus on targeting specific personality traits and thinking styles that complement or enhance their existing team. This approach promotes a more diverse and inclusive workforce, contributing to a positive and collaborative work environment.
Workplace personality tests are designed with accessibility and ease in mind, ensuring a smooth and engaging experience for candidates. The straightforward nature of the personality test questions, coupled with the fact that many individuals enjoy exploring their own preferences, helps maintain candidate interest throughout. Additionally, the encouragement that there are no right or wrong answers reduces stress and anxiety, creating a positive and relaxed candidate experience.
Personality questionnaire results provide employers with valuable insights to tailor interview questions specifically to each candidate. By understanding a candidate’s traits and behavioral tendencies beforehand, interviewers can ask more targeted questions during the interview and gain deeper insight into how they might handle various workplace situations. This approach allows for a more personal, meaningful conversation to help assess overall suitability for the role. Interviewers may also seek to clarify any areas of concern raised by the personality test results.
Integrating a pre employment personality test into your hiring process enables you to confidently identify and shortlist candidates who are the best fit for your role, team, and company culture. This leads to a more productive and engaged workforce whilst also boosting employee retention.
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While we have explored why you should use personality assessments for hiring, it is important to also acknowledge that they can be controversial. Understanding potential drawbacks will help you make well-informed decisions.
Solution: Work personality tests have been proven as reliable predictors of job performance and candidate suitability, however, they should be used as part of the wider hiring process in conjunction with other selection tools, such as logical reasoning tests, situational judgement tests, structured interviews, and assessment centers. This offers a more well-rounded view of a candidate’s technical abilities, competencies, and workplace personality, significantly enhancing the overall predictive validity of your results.
Solution: Personality questionnaires should not be used as pass/fail tools to filter out candidates. Instead, they should offer hiring managers deeper insights into candidates’ workplace personalities and help tailor interview questions for further evaluation. The Assess Candidates Work-style Personality Questionnaire (WPQ) is customizable to suit specific roles, teams, or companies, ensuring flexibility and recognizing that success isn’t tied to a single personality.
Solution: Choose an assessment test provider that includes a social desirability scale, like the Assess Candidates WPQ, to measure whether candidates have been overly-favorable or overly-critical in their responses. This helps to identify and mitigate skewed results and ensures a more accurate portrayal of workplace personality.
Solution: Ensure you explain to your candidates why you are using personality tests for hiring and what you are trying to achieve. Additionally, encourage your candidates to practice a recruitment personality test before the actual assessment. Familiarizing themselves with the types of personality test questions and their format can ease anxiety and allow them to answer honestly and accurately.
Solution: Choose assessments that prioritize legal compliance and are carefully designed to minimize bias and discrimination, like the Assess Candidates WPQ. These tests are structured to ensure fair treatment of all candidates, adhering to employment laws and promoting an inclusive hiring process.
Now that we have a better understanding of the pros and cons of personality tests in the hiring process, we will move on to discuss where and when personality tests should be used for recruitment.
Personality assessments can be integrated at different stages of the recruitment process depending on the role’s level and the organization’s size. However, they are most impactful at an early stage, typically after initial screening. By inviting candidates to take a pre-employment personality test early on, employers can quickly gain insights into candidates’ workplace personality and assess their potential fit within the role and company culture.
Let’s say you are hiring for a new role and have received 1,000 applications. Instead of manually reviewing resumes, you can streamline the process by first inviting candidates to take psychometric assessments, such as a numerical, verbal, logical reasoning test and/or a situational judgement test. This method allows you to quickly and accurately evaluate candidates’ cognitive and behavioral abilities. And by setting a clear pass threshold, you can easily filter out those who don’t meet your criteria.
For the best results, we then suggest following up with a workplace personality test. This helps you learn more about candidates’ workplace personality before moving to the next assessment stage – whether an in-person or video interview, or an assessment center. Personality tests also provide actionable insights to create meaningful follow-up interview questions that explore key areas flagged up in the test. Workplace personality tests should inform interviews, not replace them.
After completing their applications and any relevant aptitude tests on the talent assessment platform, candidates are typically given several days to complete the personality assessment. Recruiters can review candidate reports via an online dashboard and create a shortlist of candidates for the next recruitment stage.
Below is a detailed explanation of the purpose and role of workplace personality tests at different stages of the recruitment process:
Incorporating pre-employment personality tests at various stages of the hiring process empowers organizations to assess candidates’ suitability for the role and company culture early on, reduce bias, enhance the candidate experience, and tailor onboarding and training to each employee’s unique strengths – before they even start. Personality tests are also widely used internally within companies for evaluating employees for promotions to leadership roles or adjusting roles to better align with employees’ work preferences. Use a personality questionnaire at the assessment stage that works best for your recruitment strategy!
Beyond hiring, personality tests are also a valuable diagnostic tool for in-house development and team building. Employers can use these assessments within teams to objectively identify personal work preferences, strengths, and growth areas for both new hires and existing employees. Whether the goal is improving collaboration, strengthening communication, or fostering stronger team dynamics, the insights gained from personality tests serve as a solid foundation for designing and implementing targeted development programmes to ensure team productivity and cohesion.
If you choose not to administer an online personality test early in the hiring process, integrating it into the interview – whether in-person or a video interview – is also a viable option. However, keep in mind that conducting a personality assessment during the interview may be less efficient, as rather than being aware of each candidate’s personality traits, strengths, and work preferences beforehand, the interviewer is required to evaluate responses and results in real time.
Even so, this approach reduces the risk of mis-hires by better predicting a candidate’s job performance and potential for success within the role, team dynamics, and organizational culture. The primary goal of a personality test job interview is to give employers deeper insight into how candidates naturally think, behave, interact with others, and stay motivated in the workplace.
But what are some personality test questions for an interview?
Here are some examples of personality test questions for a job interview:
Example Question: “Do you prefer working independently or collaborating with others to achieve a goal?”
Example Question: “How do you typically respond when you’re faced with tight deadlines or unexpected challenges?”
Example Question: “How do you handle sudden changes in priorities or shifts in project direction?”
Example Question: “How do you motivate your team to stay focused and achieve their objectives, especially during challenging times?”
Example Question: “When faced with a difficult problem at work, do you prefer to solve it independently or seek input from others?”
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In the next section, we outline step-by-step the best practices and the dos and don’ts for incorporating a personality test into your hiring process. Ready to dive in?
To ensure successful integration of a workplace personality test into your recruitment process, it is crucial to adhere to several best practices. Here, we have outlined three straightforward steps as well as key dos and don’ts to guide you in effectively screening and selecting the right candidates first time. These steps ensure that your hiring decisions are accurate, data-driven, and aligned with the role’s specific demands, team dynamics, and your company culture.
By adhering to these best practices and dos and don’ts, you can make informed hiring decisions with confidence. Remember that a recruitment personality test is a tool to understand candidates and their preferred work environments better and should not be used as a final decision-maker. Explore our personality tests for hiring to discover how they can help you identify candidates that will thrive in your role and organization.
Personality tests for recruitment are an increasingly popular tool due to their adaptability and broad applicability. These assessments can be tailored to assess candidates’ suitability for a wide range of roles, from entry-level positions such as apprenticeships and graduate schemes to more experienced managerial and executive roles, as well as those making career transitions.
In this section, we explore how workplace personality tests are effectively utilized across different types of recruitment and identify which roles benefit most from integrating these tests into the hiring process.
By using these tools together, recruiters can streamline the process, identifying standout candidates who excel in both technical abilities and alignment with the role and organizational culture. This combined approach is both cost-effective and time-efficient, ensuring that only the most suitable candidates advance to the interview stage.
This approach is especially valuable for managerial positions, where it is essential to determine if a candidate’s personality and work preferences complement the existing team dynamics and work culture. Additionally, it helps predict their potential to lead and contribute effectively within the team.
The short answer: all industries and roles!
Workplace personality plays a significant role in all employees’ job performance, affecting how they think, behave, interact with others, and approach challenges. However, pre-employment personality tests particularly benefit certain jobs that require high levels of employee engagement, creativity, or interpersonal interactions with colleagues, customers, or the public – for example positions in customer service, creative fields, and industries that emphasize a strong collaborative culture.
In these contexts, using a personality test for recruitment is not just helpful but essential for selecting individuals who are well-suited to meet the role’s demands and thrive in their work environments. This leads to happier employees, improved performance, and ultimately, a more profitable business.
Industries that use personality tests in recruitment include:
Broadly speaking, the industries mentioned have successfully leveraged workplace personality tests to identify and hire best-fit talent. Neglecting to consider a candidate’s personality traits, role fit, and cultural fit can lead to costly mis-hires and impede business success. By integrating personality tests into your wider recruitment strategy, you can ensure you select the right candidates who not only align with the role’s demands, but also will thrive in your company’s culture and remain engaged.
Jobs that use personality tests for hiring include:
If you are an employer that after reading through this information is still unsure about whether using a personality questionnaire is the right fit for your organization, click here to learn more or contact us for a free analysis tailored to your recruitment needs.
Next, we will share some examples of leading employers who have successfully integrated personality tests into their hiring process.
In recent years, pre-employment personality tests have become an integral part of the recruitment strategies of leading global corporations. More recently, small and medium-sized enterprises (SMEs) and startups have also realized the value of these assessments for making more informed, objective hiring decisions and improving overall team dynamics. Below are some of the top employers leveraging the best personality tests for hiring:
So, who are some of the top candidate assessment software providers that provide these employers with their pre-employment personality tests?
When choosing a candidate assessment provider for your recruitment personality test, it’s crucial to evaluate both the validity of the personality test and the overall functionality of the assessment platform. To ensure you select the right solution, consider the following critical questions:
By considering these factors, you can confidently select a candidate assessment platform for your workplace personality test that meets your objectives and enhances your hiring process, making it more efficient, insightful, and fair.
Here are some leading pre-employment screening providers that specialize in workplace personality tests and psychometric assessments, ensuring you can assess candidates’ workplace personality and fit for your role, team, and company culture:
Both the Assess Candidates WPQ and the SHL OPQ are trait-based personality questionnaires designed to evaluate a candidate’s workplace personality and preferred work style. The results are interpreted in line with the role’s behavioral expectations and company culture to predict job performance and cultural fit. However, there are key differences in their design, length, and focus areas.
Now let’s explore why employers are using Assess Candidates’ WPQ to select best-fit talent for your role, team, and company culture.
At Assess Candidates, we offer a comprehensive range of psychometric tests, including our flagship Work-style Personality Questionnaire (WPQ). In addition, we provide bespoke solutions to tailor your personality questionnaire reports and recruitment campaigns to meet the specific needs of your business.
Here is an example of our campaign reporting dashboard, available through the Assess Candidates platform. This user-friendly tool is designed specifically for hiring managers and HR professionals, offering in-depth insights and advanced reporting and filtering functions to streamline candidate evaluation and enhance the overall selection process.
Assess Candidates is a trusted assessment provider of end-to-end hiring solutions, catering to small, medium, and large employers alike. We ensure that you can successfully hire top best-fit candidates first time. Why not explore our Work-style Personality Questionnaire and start hiring today!
A prominent consulting firm is struggling to identify top talent for key client-facing roles. Despite attracting a large number of qualified applicants and assessing their problem-solving skills through a logical reasoning test, the current recruitment process lacks a focus on cultural fit and personal motivations. Questions like whether a candidate will fit with the firm’s strong collaborative culture, grow within the company, and align with its core values are not adequately addressed. As a result, they often hire candidates who struggle with the firm’s team-oriented culture, are unsatisfied, and eventually seek jobs elsewhere. The organization needs a solution to assess both candidates’ technical skills as well as their cultural alignment with company values to ensure they can excel in consulting roles and contribute positively to the firm’s culture.
At Assess Candidates, we recommend implementing our Work-style Personality Questionnaire (WPQ) to complement the logical reasoning test and support the consulting firm’s recruitment process. Based on the Big Five Personality Traits, the WPQ provides rich insights into how candidates think, behave, adapt, and interact with others to identify who naturally aligns with the firm’s commitment to collaboration and integrity. Along with the results of the logical reasoning test, hiring managers can focus on individuals who are not only technically skilled but also culturally aligned.
By incorporating the WPQ into the hiring process, this consulting firm will be able to better assess candidates’ fit with their strong values and team-driven culture. This approach will lead to hiring candidates who are more aligned with the firm’s expectations, building a stronger, more cohesive work environment and enhancing team productivity. As a result, the firm will benefit from higher retention rates, increased employee engagement, and long-term success in both client satisfaction and internal operations.
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Pre-employment personality tests assess candidates’ workplace personality, including behaviors, work preferences, values, and attitudes. Personality tests help employers predict candidates’ job performance and fit for the role, team, and company culture. Candidates whose personality traits align better with the team dynamics and company culture tend to be more energized and happier in their role. They also perform better and stay longer.
Personality questionnaires are typically used during the initial screening stages of the recruitment process. These tests quickly and accurately evaluate candidates’ workplace personality and, when combined with other pre-employment assessments, help employers shortlist only the best-suited applicants to pass to the next stage of recruitment. Personality questionnaires also provide employers with valuable insights to tailor interview questions specifically to each candidate, clarify any areas of concern, and determine suitability for the role, team, and company culture.
Personality tests in recruitment are highly effective. They have undergone decades of research history and rigorous scientific validation to ensure they are a reliable and accurate method for assessing candidates’ workplace personality and preferred work style. By using personality tests for hiring, employers can predict candidates’ job performance and suitability for the role and company culture so that they can make more informed hiring decisions, leading to more productive, positive, and cohesive work environments.
Workplace personality tests are typically untimed to give candidates ample time to respond as honestly and accurately as possible. Without this added pressure, this helps to reveal candidates’ true personality traits and work-style preferences. While some candidates may find personality tests stressful, like any assessments, they are designed to be straightforward and engaging. They also promote fairness and objectivity.
Yes, pre-employment personality tests ensure objectivity in the hiring process by providing a standardized, bias-free way to evaluate candidates’ workplace personality. They use reporting and assess candidates objectively based on their personality and job performance, rather than subjective judgments. Particularly when used as a learning tool, rather than a decision-maker, personality tests offer fair candidate assessment and empower employers to make objective hiring decisions.
Video interviews are rapidly gaining traction within recruitment as a highly flexible and efficient tool for assessing candidates’ skills, qualifications, motivations, and cultural fit.
As hiring managers, recruiters, or HR professionals, you know that in today’s competitive hiring landscape, organizations – both large and small – must continually modernize their hiring processes and embrace new recruitment technologies. With the surge in popularity of remote working, especially since the COVID-19 pandemic, companies now face the challenge of finding digital solutions that streamline hiring without sacrificing quality. This is where video interviewing, in particular pre-recorded video interviewing, offers an ideal solution as a convenient, cost-effective alternative to telephone interviews.
But what is a video interview, and how does it work in the recruitment process?
In this article, we delve into the video interview as a modern pre-screening tool, highlighting how it differs from traditional interview methods, its key benefits and limitations, and how it can be seamlessly integrated into your recruitment strategy. Additionally, we will debunk common myths surrounding video interviewing and present why leading employers are increasingly turning to video interviews to hire top talent – and how you can do the same.
From reducing hiring costs and time-to-hire to providing a clear picture of candidates’ suitability for a role, video interviews offer a compelling alternative to some conventional interview methods. Investing in mastering video interview tools is vital for organizations seeking to build high-performing teams and reinforce their brand and reputation as an innovative, modern employer.
Whether you are already familiar with pre-employment assessment tools, such as online aptitude tests, game-based assessments, job interviews, and assessment centers, or are completely new, continue reading to discover how to leverage video interviews, especially pre-recorded video interviews, to assess candidates and increase the likelihood of successful hires.
A video interview is a type of job interview that uses dedicated video interview technology or video communication tools to assess a candidate’s skills, competencies, motivations, and suitability for the role. Unlike traditional interview methods, video interviewing allows employers to evaluate candidates remotely, removing geographic constraints and offering convenience and flexibility for both recruiters and candidates.
Video interviews have become a popular tool in recruitment to effectively screen candidates. They help streamline hiring by offering an efficient way to assess key soft skills and competencies and build well-rounded candidate profiles. Typically video interviews are conducted during the initial hiring stages and often precede more in-depth evaluations like in-person final interviews or assessment centers. While they should not replace face-to-face interviews, they are useful for enhancing the interview hiring process, improving accessibility, and making it easier to find the best candidates.
According to a recent survey by OfficeTeam, 63% of employers use or have recently used video interview tools in their hiring process, highlighting their growing role within modern recruitment.
There are two primary types of video interviews used for recruitment:
Each format is used for different purposes depending on the stage of the hiring process and the employer’s specific needs.
In a one-way pre-recorded video interview, candidates are presented with a set of predetermined questions, either in text, audio or video format via a designated video interview platform. Unlike traditional interviews, this process is asynchronous and automated, meaning candidates can virtually record and submit their responses at their convenience, within a specified deadline. Typically, there is a time limit for answering each question, and depending on the employer’s preferences, candidates may also have a set time to prepare and the opportunity to re-record responses.
Each candidate’s recorded interview is reviewed by recruiters, who evaluate their qualifications and suitability against predefined hiring criteria, helping determine whether they should advance to the next assessment stage. Advanced tools, such as AI-driven analytics, can provide further insight into facial expressions, tone of voice, word choice, and confidence. One way video interviews are highly scalable, efficient for high-volume hiring, and allow employers to assess a large number of candidates in a short period. This makes them ideal for initial screening as an alternative to phone screening.
Live video interviews are more commonly found in traditional hiring processes, simulating face-to-face interviews in a virtual setting. They are conducted in real time, with recruiters communicating directly with candidates via platforms, such as Skype, Zoom, Google Meet, Microsoft Teams, or specialized video interviewing software. Using dedicated software is advantageous as many include advanced functionalities, like Applicant Tracking System (ATS) integration, collaborative whiteboards, and recording options to streamline the interview process.
Recruiters must coordinate with each candidate to schedule the interview and send individual meeting invitations. During the interview, candidates are asked questions and their responses, skills, communication style, professionalism, and cultural fit are assessed in real time. This format is ideal for more personal interaction, allowing for deeper discussions and follow-up questions.
Regardless of the type of video interview, when inviting candidates, it is essential for recruiters to provide clear instructions on how to join the video call or submit their recorded responses. Ensuring candidates are well-prepared helps create a smoother, more efficient process.
Some employers may request candidates to submit a video application. This type of video assessment involves candidates recording a short video introduction of themselves where they highlight their skills, experience, and explain why they want to work for the company. Candidates have the opportunity to showcase their enthusiasm, communication style, and creativity. Additionally, video applications can be used to create mini role-playing tasks, which are particularly useful for creative or customer-facing roles.
Both pre-recorded and live video interviewing offer distinct advantages in the recruitment process. Below is a comparison of these two types based on different stages of the interview cycle:
In summary, pre-recorded video interviews are ideal for high-volume hiring with flexible scheduling, while live interviews enable real-time interaction and deeper engagement with candidates. Pre-recorded video interviews, in particular, stand out for their flexibility, convenience, and the significant time and cost savings for recruiters and candidates alike, discovering talent that may have been overlooked due to external constraints. When choosing the right format for you and your organization, it is important to consider your specific hiring needs, preferences, and available resources.
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The primary distinction is that video interviews are conducted remotely, offering a flexibility that face-to-face interviews lack. Video interviewing is particularly advantageous when:
Did you know? A Totaljobs.com survey found that graduates are willing to travel only 35 miles on average for an in-person interview.
Video interviews also offer significant advantages over phone interviews because they allow employers to observe visual cues like facial expressions, body language, and overall professionalism. This added layer of analysis provides a more comprehensive assessment of candidates’ suitability for the role. Due to these benefits, video interviews are commonly used to replace less efficient phone screenings.
Keep reading the following sections to find out more about automated video interviews including how they are assessed, the format of typical video interview questions, and how you and your organization can benefit from incorporating this technology into your recruitment strategy.
Whether pre-recorded or live, video interviews are assessed based on several factors that help recruiters gauge a candidate’s qualifications, suitability for the role, and potential cultural fit within the organization. Hiring teams review candidate responses against a structured set of hiring criteria or scoring matrix to ensure consistent and objective evaluation across all candidates. By customizing video interview questions and scoring framework, recruiters can target specific skills and competencies relevant to their role and hiring needs.
Here are some of the key areas commonly assessed during video interviews:
The specific areas assessed in video interviews and the structure of the scoring matrix depend on each employer’s needs and their role’s requirements. For customer-facing positions, the focus may be on a candidate’s communication style and professionalism. Whereas video interviews for technical positions are more likely to prioritize assessing technical expertise and problem-solving abilities. Nonetheless, video interview screening offers a unique opportunity to evaluate both verbal and non-verbal communication, technical skills, and behaviors in one cohesive format. This helps recruiters build a holistic picture of candidates and make more informed hiring decisions.
Furthermore, pre-recorded video interviews standardize the evaluation process, ensuring that all candidates applying for the same role are assessed consistently and objectively against predefined hiring criteria. This not only helps filter out those who did not meet the hiring criteria, but also highlights top talent to pass to the next round of recruitment.
Pro Tip: When reviewing pre recorded video interview responses, consistency is key. Watch each video thoroughly and follow the scoring criteria to avoid missing important details.
Video interviews for recruitment are powerful tools for predicting job performance and determining candidate suitability. Through carefully designed questions, they can offer a holistic view of a candidate’s technical knowledge, job-related competencies, and work-style personality – three key job predictors within pre-employment testing. By observing visual cues, such as body language and non-verbal communication, alongside assessing responses to job-specific scenarios, recruiters can gain insight into a candidate’s thought process, behaviors, problem-solving abilities, and alignment with the role’s requirements and company culture.
AI technology is revolutionizing the video interview process in several ways. Some automated video interview tools use AI-assisted analysis and face and voice recognition to analyze a candidate’s facial expressions, body language, tone of voice, and word choice. This AI can generate automated reports or scores that aid recruiters in evaluating soft skills like emotional intelligence, confidence, enthusiasm, and authenticity, which are difficult to assess through resumes or phone interviews.
AI-powered video interviews allow companies to analyze vast amounts of data from multiple candidates quickly, identifying patterns or red flags that may be invisible to the human eye. This is particularly useful for large-scale recruitment where hundreds or thousands of interviews need to be processed. AI enables HR professionals to make data-driven decisions and focus on the most promising candidates more quickly.
Leading companies, such as Hilton and Unilever, have used AI-driven video interviewing to streamline their hiring process.
So are video interviews the future of recruitment?
AI-enhanced pre-recorded video interviews are effective as a recruitment tool bringing efficiency and depth, especially if properly designed and tested. Using objective data points, they ensure consistent evaluation and have the potential to reduce human biases in the hiring process.
However, there are ethical and legal considerations that must be addressed when using AI technology to assess candidates. Algorithms should be tested for fairness, ensuring they do not inadvertently introduce biases related to gender, race, ethnicity, sex, age, etc. Additionally, AI should not be used alone to make automated decisions without human input.
Companies should offer transparency regarding how AI is being used in the interview process and give candidates the option to opt-out if they have concerns.
Let’s now take a look at some one way interview questions and examples.
Video interviews vary depending on the type (pre-recorded or live) and the employer’s approach. Typically, they all have a set duration, consist of a specific number of questions, and are conducted using a reliable, user-friendly video interview platform.
Keep in mind that candidates may not be familiar or comfortable with pre recorded interviews. As hiring managers and recruiters, it is helpful to encourage candidates to practice using the video interview platform beforehand. This can reduce anxiety and help candidates become more comfortable on camera to better showcase their true selves, leading to more accurate results.
So, what questions are asked in a video interview?
In video interviews, as in any interview, the questions should be well-structured and tailored to the specific role, the skills and behaviors required, and the seniority of the position. Whether the video interview is live or pre-recorded, the goal is to gain insight into each candidate’s qualifications, experience, and cultural fit.
In particular, when designing pre-recorded video interview questions:
It is important to reassure candidates that there are no absolute right or wrong answers during a video interview. However, their responses should be thoughtful and based on their research on the company, the role, and relevant experiences.
Now let’s take a look at some pre recorded video interview examples!
These diverse pre-recorded video interview questions are from Assess Candidates’ range of 13 video interviews, covering key areas like competencies, technical abilities, cultural fit, strengths, and motivations. Our automated video interviews typically consist of nine to ten questions, with two minutes allocated to answer each.
Why not customize your own video interview questions? With Assess Candidates, you can create custom video interviews that align with the demands of your role and your organization. Design the style and number of questions, adjust the amount of response time allowed per question, and allow or disable re-records to suit your specific needs.
At Assess Candidates, we offer two flexible customization options to tailor your pre-recorded video interviews to meet the unique requirements of your role, team, and company culture.
To further enhance candidate engagement during a pre recorded video interview, consider presenting your custom questions in video format featuring real team members! This approach can help prevent the video interview from feeling one-sided and detached as it creates a more interactive and humanized experience. By showcasing the faces and voices of your team and organization, you can make the process feel more personalized and real, allowing candidates to connect with your company culture right from the start. This can also reduce candidate interview anxiety, leading to better interview performance and more authentic demonstration of their job potential.
Explore more pre recorded video interview questions or connect with our experts to discuss bespoke solutions.
In the following section, we delve into the pros and cons of video interviewing, in particular pre recorded video interviewing, in the recruitment process.
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Video interviews are gaining popularity as an important tool in candidate selection and recruitment, especially as remote working becomes increasingly prevalent. They enable recruiters to identify candidates with the key skills, competencies, and cultural fit necessary for success in specific roles and organizations. By providing a well-rounded understanding of each candidate, video interviews empower employers to make more informed hiring decisions. In particular, pre-recorded video interviews are also highly effective for filtering down large candidate pools, making them invaluable in graduate recruitment and other high-volume recruitment scenarios.
In this section, we explore the pros and cons of video interviewing, primarily focusing on pre-recorded video interviewing, highlighting their flexibility and convenience, how they save time and money without sacrificing the quality of hires, and help to reduce biases and discrimination.
Pre-recorded video interviews offer remarkable flexibility for both recruiters and candidates. Recruiters can eliminate the strict scheduling, meeting room bookings, and logistical challenges associated with in-person interviews and two-way video interviews, instead inviting multiple candidates simultaneously. This format allows recruiters to review responses at their own convenience and in one click.
For candidates, pre-recorded interviews can be recorded at a time and location that suits them, eliminating the need for travel arrangements or taking interviews during business hours – a key advantage for remote workers or those currently employed. This convenience and accessibility makes the process more appealing to a wider pool of candidates, regardless of their location.
Video interviews became more popular during the COVID-19 pandemic. According to an Indeed study, 82% of employers adopted video interviewing due to the pandemic and restrictions on travel, and 93% planned to continue using them.
Pre-recorded video interviews can help save time and money for both recruiters and candidates. Automated video interviews can be conducted at scale, allowing recruiters to assess multiple candidates simultaneously instead of scheduling individual interviews. Theoretically, in the time it takes to finish one face-to-face interview, you could receive twenty pre-recorded video interviews. Upon submission, hiring managers can access the recordings with a single click and quickly shortlist qualified candidates before starting more lengthy final interviews and/or assessment centers. This prevents you from wasting valuable time with unsuitable candidates and helps shorten the time-to-hire.
Cost-effectiveness is another advantage. One-way interviews reduce the high costs associated with large-scale recruitment and conducting final interviews. Administered online and typically priced per video interview campaign or through a flat fee, they offer a relatively low cost per candidate. They also minimize the risk of costly rehiring and retraining by ensuring candidates align with job requirements and company culture from the start. For candidates, pre-recorded interviews save time and money spent on travel
Did you know? Pre recorded video interviewing can speed up hiring by 80% and are up to 6x less expensive than phone interviews.
When implemented effectively, a pre-recorded video interview can enhance the quality of hires as it offers a more reliable and comprehensive understanding of candidates. Early insights into a candidate’s skills, communication style, and cultural fit can help recruiters accurately determine their suitability for the role and organization, ensuring that only those who are a strong match are shortlisted. Employees, whose competencies and skills fit the demands of the role, are more likely to be satisfied, productive, and engaged at work, leading to improved retention rates. Recruiters can also use pre-recorded interviews to crosscheck any discrepancies or exaggerations on CVs and eliminate candidates accordingly. This helps reduce the risk of bad hires.
Video interviews are even more powerful predictors of job performance when they are combined with other pre-employment assessments, such as numerical, verbal, and logical reasoning tests, situational judgement tests, and personality tests. This holistic approach allows recruiters to make well-informed data-driven decisions based on a deeper understanding of a candidate’s suitability and potential. This synergy between qualitative and quantitative data boosts hiring accuracy and helps select the best candidates for final-stage assessments.
Pre-recorded video interviews provide a structured and standardized method for evaluating candidates by ensuring consistency throughout the process. All candidates answer the same set of questions in the same order and with the equal response time, which reduces the risk of conscious and unconscious bias that may arise during traditional interviews.
This format also enables recruiters to easily and objectively compare candidates side-by-side. They can rewatch video recordings as many times as they like and use standardized hiring criteria or scoring systems to assess each candidate’s suitability for the role. By focusing on skills, competencies, cultural fit, and potential job performance rather than subjective factors like background, age, gender, ethnicity, or race, hiring managers can make decisions that are fair and aligned with company values. Recordings can also evidence why a candidate was or was not shortlisted to comply with legal standards.
Hiring locally can mean that you miss out on great candidates. One-way video interviews broaden the applicant pool by making the hiring process accessible to global skilled talent, who otherwise may not be able to attend in-person interviews. Eliminating the need for travel and accommodating different time zones allows remote candidates to participate and can geographically diversify the talent pool. This creates a more diverse and inclusive workforce with a broader range of perspectives.
Automated video interviews can be easily shared with and accessed by all relevant stakeholders in the hiring process. They can view the recordings, leave feedback, discuss impressions, and collectively decide who to shortlist, ensuring fair and balanced decisions. Unlike traditional interviews, where often only one recruiter is present, pre-recorded interviews ensure all decision-makers have the same first-hand information, eliminating the need for multiple interview rounds which can negatively impact candidate experience. This collaborative approach reduces recruiters’ workloads and ensures a smoother experience for both candidates and the hiring team.
Pre-recorded video interviews can reduce candidate stress by offering flexibility and control over the interview process. Candidates often have time to prepare and rehearse before answering each question and, in many cases, can even re-record their answers. This added flexibility can be reassuring and allows candidates to feel more confidence so they can showcase their best selves. Conducting the interview from the comfort of their own home further eases anxiety and eliminates the pressure of having to travel to in-person interviews. Pre-recorded interviews, therefore, contribute to a more positive candidate experience.
Integrating a pre recorded video interview into your hiring process empowers you to efficiently identify and shortlist candidates who have the right skills for the role and are aligned with your company culture. This not only contributes to a more engaged, productive workforce, but also improves employee retention.
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While we have highlighted the benefits of video interviewing for candidates and recruiters, it is important to also acknowledge their controversial nature. Within talent acquisition, some praise pre-recorded video interviews for streamlining the interview process and attracting more candidates, whilst others criticize them as impersonal and overly robotic. Understanding these potential drawbacks will help you make well-informed, balanced decisions.
Solution: Provide thoughtful, personalized feedback post-interview, thanking candidates for their time and informing them of their application progress. This reassures candidates that their interview was reviewed by a real person. Also consider presenting your questions in video format featuring team members to make the process feel more real and engaging.
Solution: Consider allowing candidates extra time to prepare their answers and offer an option to retake recordings. Additionally, encourage candidates to practice a recruitment video interview beforehand as familiarizing themselves with the video interview platform can ease anxiety and ensure they showcase their true ability.
Solution: Provide clear instructions through “how-to” guides or videos explaining how to access and navigate the video interview platform. Remind candidates to test their camera, lighting, and microphone beforehand and share clear information about dress code, interview etiquette, and submission deadlines.
Solution: Send an automated email post-interview to allow candidates to ask any questions or express concerns. Alternatively, you can also reach out with follow-up questions after reviewing their responses.
Solution: Include a welcome video to introduce candidates to your organization, company culture, and values. After the video interview stage, consider inviting shortlisted candidates to an immersive assessment center. This can offer candidates a glimpse into daily life at your company, as well as the common responsibilities and challenges they might face in the role.
Solution: Do not rely on AI alone and instead use your own predefined evaluation criteria and scoring system. Document post-interview feedback to ensure fair, objective assessments based solely on relevant factors.
Now that we have a better understanding of the advantages and disadvantages of video interviews in the hiring process, we will move on to discuss where and when video interviews should be used for recruitment.
Video interviews can be integrated at various stages of the recruitment process, depending on the type, role’s seniority, and the size of the organization. One-way pre-recorded video interviews are most effectively used early on in the process, typically after initial screening to sift through a large number of candidates and identify those qualified for the role. This helps streamline the process before advancing candidates to final-stage interviews and assessments. Live video interviews are often scheduled later in the hiring process for thorough evaluation, before meeting candidates in-person.
Imagine that you are hiring for a new role and have received 1,000 applications. Instead of manually reviewing each resume, you can streamline your process by inviting candidates to take pre interview assessments. But what is a pre interview assessment? Typically this is an online psychometric assessment, such as numerical, verbal, logical reasoning tests, situational judgement tests, and/or personality tests. These assessments allow you to quickly and accurately evaluate candidates’ cognitive abilities, behavior, and personality traits. By setting clear pass thresholds, you can easily filter out those who don’t meet your specific criteria.
Following this initial evaluation and sifting, we then suggest progressing candidates to a pre-recorded video interview. This step offers deeper insight into a candidate’s competencies, qualifications, communication style, and overall cultural fit within the context of your specific role and company culture. After reviewing candidates’ video recordings, you can identify the best candidates from a large pool to advance to the final recruitment stages – whether a final in-person interview or an assessment center. As previously mentioned, pre-recorded video interviews should not replace in-person interviews.
Alternatively, for more senior roles or when handling fewer candidates, you might conduct a live video interview at a later stage, allowing real-time interaction before bringing candidates in for face-to-face discussions with you and the team.
After completing their applications and any relevant pre interview assessments, candidates receive a link to the video interview assessment platform. They are typically given several days to a week to record and submit their interview responses. Recruiters can easily access these video responses through an online reporting dashboard, where they can review, rewatch, share, and shortlist top candidates for the final stages of recruitment.
Below is a detailed explanation of the purpose and role of video interviews at different stages of the recruitment process:
Incorporating pre-screening video interviews at different stages of the hiring process allows organizations to streamline operations, minimize biases, and improve candidate experience, and customize onboarding and training to each employee’s unique needs. Additionally, video interviews may also be employed internally to evaluate current employees for promotions. Use a pre-recorded video interview at the assessment stage that works best for your recruitment strategy!
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In the next section, we outline step-by-step the best practices and the dos and don’ts for including a pre-recorded video interview in your hiring process. Ready to dive in?
Careful planning and execution is necessary to ensure effective incorporation of automated video interviews into your recruitment process. Here, we have outlined three simple steps as well as key best practices and clear dos and don’ts on how to prepare for a pre recorded video interview as a recruiter. These tips will help optimize candidate video interview screening and make sure your hiring decisions are not only accurate and data-driven, but also closely aligned with your role’s specific demands and company culture.
By adhering to these best practices and dos and don’ts, you can make informed hiring decisions with confidence. Explore our pre-recorded video interviewing tools to discover how they can help you identify candidates that will thrive in your role and organization.
Video interviews for recruitment, especially pre-recorded video interviews, are becoming an increasingly popular tool due to their flexibility, convenience, and scalability. Video interview questions can be tailored to assess candidates’ suitability for a wide range of roles, from entry-level positions such as apprenticeships and graduate schemes to more experienced managerial and executive roles. However, they are most effective for entry-level and mid-level positions.
In this section, we explore how prescreening video interviews are effectively utilized across different types of recruitment and identify which roles benefit most from integrating them into the hiring process.
Pre-recorded video interviews are especially advantageous for graduate programs and entry-level positions, where organizations need to hire multiple graduates within a short time frame, whilst ensuring the process is fair and legally defensible. Pre-recorded interviews allow recruiters to assess candidates at scale without sacrificing quality or consistency.
The short answer: virtually all can benefit from recruitment video interviews!
All roles, across diverse industries, require employees to demonstrate specific skills, competencies, strengths, and values that contribute to success within both the role and company. However, video interviews are particularly advantageous for customer-facing, sales, and leadership roles to assess a candidate’s communication skills, problem-solving, emotional intelligence, and other soft skills. These intangible qualities are difficult to evaluate from a resume alone and can be better assessed through visual and verbal cues in a video interview.
In addition, technical industries and roles, such as software development or engineering, also benefit from video interviews. Employers can evaluate not only technical expertise but also a candidate’s ability to explain complex concepts—an essential skill in collaborative, project-based environments.
Video interviews are also highly effective in industries with a primarily remote workforce, such as IT, digital marketing, and creative services, where virtual communication skills are critical. In these fields, video interviews provide a realistic simulation of the day-to-day virtual communication style candidates will need to succeed.
In these contexts, video interviews aren’t just helpful—they are essential for identifying individuals who are best suited to the role’s demands and the company’s work environment. This leads to happier employees, stronger performance, and, ultimately, a more profitable business.
Industries that have embraced video interviews for recruitment include:
The industries mentioned have successfully harnessed video interview technology to enhance their recruitment processes by efficiently identifying and selecting best-fit talent. Organizations of all sizes, from small startups to large multinational corporations, can therefore benefit from using video interview solutions to streamline the hiring process, reduce costs, improve candidate experience, and ensure strong alignment between the candidate and company culture.
At Assess Candidates, we recognize the diversity of industries that can benefit from video interviews and offer tailored solutions, including pre-recorded industry-specific video interviews and questions. This ensures that the assessments are relevant to the role and sector. Our 11 industry-specific offerings cover a broad range of fields, such as:
By aligning video interview questions with industry demands, we help employers assess the technical skills, soft skills, and cultural fit of their candidates, ensuring that the best talent is selected for long-term success.
Jobs that use video interview screening:
If you are an employer that after reading through this information is still unsure about whether using a live or pre-recorded video interview is right for your organization, click here to learn more or contact us for a free analysis tailored to your recruitment needs.
Next, we will share some examples of leading employers who have successfully harnessed video interview technology in their hiring process.
In recent years, the number of leading global companies using video interviews – especially pre recorded video interviews – as a part of their recruitment strategies have significantly increased. This trend has also expanded to include small and medium-sized enterprises (SMEs) and startups, which are increasingly realizing the value of video interview tools for making more informed and efficient hiring decisions. Below are some of the top employers leveraging advanced online video interviewing software:
Whilst some companies opt to conduct video interviews using widely available platforms like Zoom, due to cost considerations, we recommend investing in a specialized video interview platform. These platforms can be seamlessly integrated with your Applicant Tracking System (ATS), enhance the efficiency of live and pre-recorded video interviews, and allow for thorough video interview analysis.
But, who are some of the top video interview software providers?
When choosing a video interview software provider, it is crucial to evaluate both the effectiveness of the video interview and the overall functionality of the technology. To ensure you select the right solution, consider the following critical questions:
By considering these factors, you can confidently select a video interview platform software that aligns with your recruitment needs and goals, making the hiring process more efficient, insightful, and fair.
Here are some leading video interview software providers specializing in both pre-recorded and live video interviews:
Investing in the right video interview solution for your organization not only enhances your hiring strategy but also elevates the candidate experience, ultimately leading to better recruitment outcomes.
Check if the video interview platform integrates with your Applicant Tracking System (ATS). This will allow each video interview recording to be automatically saved and linked to each candidates’ profile, where it can be easily accessed, reviewed, and rewatched by all members of your hiring team.
Now let’s explore why employers are using Assess Candidates’ pre-recorded video interviews to select best-fit talent for your role, team, and company culture.
At Assess Candidates, we offer a diverse range of 13 pre-recorded video interviews. In addition, we provide bespoke solutions to tailor your video interviews and recruitment campaigns to meet your business’s specific needs, goals, and values..
Our campaign reporting dashboard, available through the Assess Candidates platform is a user-friendly tool designed specifically for hiring managers and HR professionals. This advanced reporting system offers in-depth insights, filtering functions, and powerful analytics, streamlining candidate evaluation while enhancing the overall selection process.
Assess Candidates is a trusted assessment provider of modern, scalable, end-to-end hiring solutions, catering to small, medium, and large employers alike. We ensure that you can successfully hire top best-fit candidates first time. Why not explore our pre-recorded video interviews and start hiring today!
The HR team at the IT consulting firm faces challenges in streamlining their recruitment process whilst maintaining the quality of hire. Traditional methods are inefficient, time-consuming, and often fail to deliver the desired quality of hire. The company requires a solution that will help them identify the best candidates quickly and efficiently, without sacrificing the personal element of the hiring process.
After researching modern recruitment technologies, the HR team finds the Assess Candidates video interview platform. This digital solution provides an efficient way to evaluate candidates’ technical abilities, communication skills, and cultural fit. By automating the interview process, the platform enables candidates to answer preset technical questions created by the company in collaboration with Assess Candidates’ experts. HR staff can then review the recorded responses at their convenience, cutting down on the time needed for in-person interviews.
The platform also leverages AI-powered feedback, delivering data-driven insights into candidates’ performance. This allows the HR team to make well-informed hiring decisions faster, without compromising on quality.
The video interview platform will significantly reduce the IT firm’s time-to-hire, enabling the HR team to quickly fill open technical positions. Additionally, the hiring process will become both efficient and insightful, with the platform providing valuable candidate performance metrics. As a result, the company will be able to successfully build a high-performing technical team essential for its growth objectives.
Candidate feedback on the platform will be overwhelmingly positive, with applicants praising its ease of use, stress-reducing features, and the interactive, visually appealing interface that aims to enhance the experience.
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Video interviews for recruitment allow employers to assess a candidate’s communication skills, professionalism, technical knowledge, motivations, and cultural fit. Additionally, they provide insight into non-verbal cues such as body language and facial expressions. These insights together help employers predict a candidate’s potential performance and suitability for a specific role and company culture. This promotes more informed hiring decisions that align with both the job requirements and the company values.
Video interviews are typically used during the screening stage of the recruitment process. We recommend conducting them after initial assessments such as resumes and skill-based tests, but before more in-depth evaluations like final in-person interviews or assessment centers. In particular, pre-recorded video interviews administered early on help employers quickly filter out candidates who lack the necessary skills or fit, ensuring that only the most promising applicants move forward to the next stage. This process saves time and resources, whilst providing early insight into the candidate’s suitability for the job and organization.
Yes, video interviews for recruitment are highly effective. Pre-recorded video interviews enable employers to assess candidates at their convenience, without the need for travel and scheduling. They offer many advantages: efficiency, flexibility, consistency, and scalability. Video interviews also ensure that all candidates are asked the same pre recorded interview questions, which promotes fairness and objectivity. In addition, AI-driven insightsand the ability to rewatch responses can enable more accurate and data-driven hiring decisions.
Video interviews, particularly pre-recorded video interviews, are typically straightforward but require preparation. The time limit to answer each question can test a candidate’s ability to think on their feet and balance speed with quality. While some might find talking to a camera intimidating, the chance to retake certain pre-recorded interviews can reduce candidate anxiety. To help candidates perform well, it is important for employers to provide clear instructions and guidance on how to complete the video interview successfully.
Yes, video interviews ensure objectivity in the hiring process by providing a standardized format for candidate evaluation. In pre-recorded interviews, all candidates are asked the same set of predefined questions, and recruiters can review responses multiple times, comparing candidates against the same scoring criteria. By focusing on both verbal and non-verbal communication, video interviews offer a comprehensive view of a candidate’s suitability based on objective hiring criteria, rather than subjective judgements. This minimizes bias and promotes a fair hiring process.
Having the right talent matched to the right position is one of the top 3 priorities of the CEO role. It is just as important as ensuring the growing and satisfied customer base and having a sound financial position to continue developing the business.
Simply put, no CEO can afford hiring employees who will not be a good fit for the company – making and hence recruitment is such an important function of any business, large or small.
As a talent acquisition expert, hiring manager or HR professional, you play a pivotal role in recruiting the right talent who possess the skills of the future or potential to develop them. This is where pre-employment psychometric tests come in to help select and recruit the best fit talent for your organisation. The psychometric recruitment tests help make more informed hiring decisions, resulting in improved job performance, better employee retention rates, time and cost savings, and ultimately satisfying your line managers.
This article on pre-employment, recruitment psychometric tests, highlights their benefits, optimal use, and how to successfully integrate pre-employment assessments into your recruitment process.
A recruitment pre-employment psychometric test, is a standardised assessment tool that allows employers to assess and appraise the potential, talent, and ability levels of candidates during the recruitment process, as well as their capacity for success in the workplace.
Psychometric tests measure a candidate’s:
among other factors.
Psychometric tests have been used for over 100 years in the candidate selection process and they have solid, proven scientific support.
As a recruiter or hiring manager, psychometric tests provide a valuable means of evaluating a candidate’s suitability for the role in question. By using a personality test and testing candidates’ problem-solving skills, ability to handle challenges they will face in the role, you can make more informed decisions about which candidates are best fit for the job.
In today’s highly competitive job market, it’s more important than ever for organisations to attract and retain top talent.
Psychometric tests provide comprehensive evaluation of a candidate’s mental capabilities and behavioural traits. These assessments are a valuable resource for employers looking to make data-driven, legally defensible, and effective hiring decisions. By measuring factors such as personality, cognitive abilities, and work style, psychometric tests provide objective data that can help determine a candidate’s suitability for a specific job role and the organisation’s culture.
These tests are relevant for all job levels, from entry-level to senior positions. Ultimately, psychometric tests provide a reliable and scientifically validated method of assessing candidates, leading to more successful hires and a stronger workforce.
Aptitude tests are a type of psychometric test that assess a candidate’s skills and abilities in specific areas such as numerical, verbal, or logical reasoning. They are often used to determine a candidate’s suitability for a certain role, particularly for roles that require technical or analytical skills, such as IT, finance, or engineering. By using psychometric tests, the risk of hiring someone who lacks the technical skills required for the job is reduced, leading to better overall job performance and productivity.
In fact, research has shown that nearly all large businesses and 70% of SMEs in Europe, India, and Australia use aptitude tests, indicating a significant rise in the use of these tests over the past 8 years.
Top reasons to consider when using psychometric tests during your recruitment process:
It is also important to consider how psychometric tests can be applied in different types of recruitment efforts. Understanding which form of recruitment your organisation is undertaking can help you determine how psychometric tests can best be utilised in the hiring process.
Broadly speaking, we may divide recruitment efforts into the following 4 forms:
High Volume Recruitment | A large number of applications need to be reviewed |
Medium Volume Recruitment | A moderate number of applications need to be reviewed |
Low Volume Recruitment | A small number of applications will be reviewed, such as for senior hires |
Rolling Recruitment | A continuous hiring process where an organisation accepts job applications whilst leaving the role/job advert open. |
Regardless of the type of recruitment, pre-employment psychometric tests can help to reduce time-to-hire and accurately assess candidates.
When it comes to assessing candidates, recruiters have a range of psychometric tests at their disposal to determine if a candidate has the right skill sets for the role. Here are the most common types of psychometric tests used in recruitment:
To Assess Candidates effectively, it’s important to tailor the selection of tests to your organisation’s needs. Our team of organisational psychologists and consultants can work with you to develop a bespoke candidate assessment process that aligns with your recruitment goals and objectives.
Psychometric tests are often used alongside other selection methods, such as video or face-to-face interviews, assessment centres and references, to provide a more comprehensive understanding of a candidate’s abilities and suitability for a role. This helps recruiters make more informed hiring decisions and reduces the risk of costly hiring mistakes. The tests can also provide valuable insights into a candidate’s strengths and weaknesses, which can be used during the interview process and for ongoing development and training once a candidate is hired.
Aptitude tests are commonly used to filter out unsuitable candidates early in the process, and further psychometric testing can be used to evaluate a candidate’s personality traits, values, and motivations. Different types of jobs may require different types of psychometric tests, such as numerical reasoning tests for roles that require analytical skills and behavioural tests for roles that require interpersonal skills and teamwork.
Here is an example of a typical recruitment process:
The goal of psychometric testing is to efficiently screen out unsuitable candidates, without the need for time-consuming one-to-one interviews and focus recruiters’ attention on candidates who are more likely to be a good fit for the role.
The table below presents a summary of an assessment centre and the different types of psychometric recruitment tests, and their potential applications:
Test Type | Description | Potential Roles |
---|---|---|
Aptitude | Assess cognitive abilities such as numeracy, literacy and spatial awareness | Roles that require strong analytical and problem-solving skills |
Behavioural | Assess personality traits, values, and motivations | Roles that require strong interpersonal skills and teamwork |
Assessment Centres | Evaluate a candidate’s abilities and potential through various exercises such as group activities, role-plays, and presentations | Roles with potential for leadership positions |
Game-Based Assessments | Use interactive tasks and game-like elements to evaluate a candidate’s cognitive abilities and personality traits | Roles that require creativity and adaptability |
Note that this table is just an example, and recruiters should consider the specific needs of their company and roles when deciding which types of tests to use.
This question is a great starting place for any recruiter or HR professional who is looking to plan or design a recruitment campaign for their team or department. In the following steps we explain each key decision point you will need to carefully consider to prepare a sound recruitment strategy plan.
Determining the size of your recruitment campaign can be difficult, however there are some easy tricks you can follow. Here are two important factors to consider:
Things to keep in mind:
Each organisation, and sometimes even individual departments within an organisation will have their own approach to involving recruiting teams in the selection process of their future co-workers.
It is best practice for recruiters and HR specialists to organise the recruitment process in a way that minimises any distractions to the daily running of the business, as well as ensuring each candidate has an equal and fair chance for evaluation. What does this mean for your company?
Understanding what is needed from a potential employee is crucial to achieving the right result. How do I prepare a job specification and candidate profile?
This depends on whether you are filling a longstanding position or a new role in the company or industry. If it is a well-established position, such as a financial analyst, you can find the requirements online or on job boards of your competitors. However if it is a new role, such as a creative director, you will need to work closely with the sponsor of the recruitment campaign to understand their objectives and the expectations and challenges of the position.
For example. If you’re looking for a junior data scientist with experience in the pharmaceutical industry, any candidate with experience in this field would be a bonus. However, attention to detail and introverted personality traits may be more important for success in a role that requires meticulous analysis of product and sales in a highly sensitive and regulated environment.
Would you prefer to employ someone without experience in this field but with the right skills and personality profile? Or someone with experience but without the necessary skills and personality traits? The former may require additional training but will make a valuable and long term contribution to the company, while the latter may not require training but may lack the motivation and determination to perform the job’s required tasks, leading to high turnover and costs of the company.
Once you have built a candidate profile, match each element against an assessment tool.
(Link the assessments sections here).
At Assess Candidates we provide personalised service in preparing the assessment matrix. We will help you break down key candidate requirements and match these against a variety of assessments so that you can ensure your recruitment approach is sufficient and reliable. We will explain major differences and benefits and risks of choosing between alternative options.
There are many different methods and techniques you can use to interact with your candidates during the recruitment process, which includes the type of communication (invitations, instructions, feedback messages) and type of assessments (standard or interactive, live or pre-recorded, etc.). Each decision will highlight the motivations and culture of your company.
Recruitment campaigns have become a new marketing and brand building tool.
This is an opportunity to define the brand experience you want to convey to potential employees. For Example if your company works with new technologies and wants to attract tech-savvy Gen Z candidates, your messaging should reflect that. Alternatively, if your company works with traditional clients, like in the insurance industry, trust, simplicity and familiarity may be the most important branding message.
Consider how automated you want your recruitment process to be. Nowadays, job matching tools can analyse CVs to help you structure a decision-making algorithm that selects the best candidates. Equally, video interviews can be conducted in an automated manner, but if your company values physical interaction among coworkers, your teams may want to personally screen each candidate at this stage.
As your candidates pass a series of assessment tests, such as aptitude reasoning tests, are you looking to eliminate candidates based on each of the series of tests, or would you prefer to analyse the aggregate outputs?
Prepare the budget for the recruitment transformation or new assessment tools but remember to estimate not only future spending but also expected savings.
The decision makers and recruitment campaign sponsors will expect you to provide a sound financial analysis for any proposal. This includes your plans to change your company’s recruitment strategy or selection of assessment tools. What do you need to consider to prepare an effective recruitment budget?
What forms part of the total cost?
The nature of realised saving opportunities and benefits are harder to estimate – there are many dynamic factors in making your recruitment campaign successful. However, it is imperative that you try to quantify:
These include higher staff productivity and stronger market position stemming from effective recruitment, as well as fewer unsuccessful staffing choices (fewer employees leaving their jobs before being able to generate value for the business). Our research at Assess Candidates estimates that the cost of new assessments is usually paid back within the first year of implementation.
Assessing the number of individuals involved in a recruitment campaign and the extent to which their time was diverted away from their main responsibilities is an important step in evaluating the efficiency of the internal recruitment efforts. Here are some potential considerations to keep in mind:
Many companies – especially small and medium sized enterprises struggle to perform successful recruitment campaigns simply because they lack the size and budgets to organise it internally. The same companies are very successful and effective in what they do best – their respective business offerings in their markets. Why not focus on what generates most value and not leave the recruitment job to the experts?
At Assess Candidates we want to support organisations of all sizes.
Here are some pros of why psychometric tests should be used during the hiring process:
Despite the numerous benefits of using psychometric testing in recruitment, there are some drawbacks to consider. Here are three potential disadvantages and solutions:
Solution : Combine assessments with other selection methods such as interviews or references to gain a more comprehensive understanding of the candidate’s skills and experience.
Solution : Check what anti-cheating software is integrated into the solution offered by your provider. You can also utilise technology such as video interviews with AI facial recognition and live recording, which makes cheating impossible. Or re-test randomised candidates at a later stage.
Solution : Discuss the practice resources providers can offer to alleviate test anxiety. Have a user-friendly interface that candidates can easily navigate. Ensure the technology infrastructure is reliable and functions smoothly to avoid candidates experiencing technical difficulties, which can add unnecessary stress.
At Assess Candidates we provide a range of psychometric assessments to suit all organisation’s needs.
Below is an example of our reporting tool on Assess Candidates, that you as a hiring manager or talent acquisition expert will see when reviewing candidate performance.
Here are the top four reasons to consider using Assess Candidates’ Psychometric tests for your hiring process:
A leading FMCG company approached us for a proposal for a transformation of their recruitment process among the challenges in retaining top talent and high employee turnover. We worked together with client’s stakeholders to identify the inefficiencies in the process, reasons for short staff tenure and problems with job matching.
With the new recruitment strategy, as well as Assess Candidates hiring assessment platform, our client was able to:
When we performed a post campaign impact analysis with the client we found that the use of psychometric assessments saved the company money in terms of recruitment costs, improved overall employee satisfaction, and boosted morale.
A medium-sized company approached us with their challenge of attracting top talent whilst competing against larger companies with bigger budgets and long standing known brands. Together with the client’s HR team we identified a better way to evaluate candidates beyond just their experience and qualifications. We recommended:
With the use of our hiring assessment platform, the client team was able to invite a larger than usual number of candidates in the process without sacrificing on the quality of job matching. Our assessments helped identify candidates who were a good fit for the company’s culture and values, resulting in a higher percentage of new hires who stayed with the company for longer periods. The assessments were found to be user-friendly and highly predictive of job performance, allowing the HR team to confidently make hiring decisions.
As a result, in the long term our client was able to run effective and successful recruitment campaigns, attracting better talent at a lower price and with fewer system and process inefficiencies. Our client grew the personnel within a few recruitment campaigns and was able to successfully strengthen their position in the market.
Psychometric tests are used across a wide range of industries and roles – with industries such as finance, consulting, law, engineering and IT leading the way in the use se psychometric for their recruitment campaigns The types of tests that are most common and recognisable in recruitment are: cognitive ability tests (also known as aptitude tests), personality tests, and situational judgement tests.
In finance and consulting, for example, cognitive ability tests are commonly used to assess a candidate’s numerical and verbal reasoning abilities, while in engineering and IT, technical aptitude tests may be used to assess a candidate’s problem-solving and understanding complex systems. Personality tests may be used across industries to assess traits such as openness to experience, conscientiousness, and emotional stability, while situational judgement tests may be used to assess a candidate’s decision-making abilities.
Industry | Recommended Assessments | Key/most common Assessments |
---|---|---|
Banking | Aptitude tests, Presentation, Negotiation and Team exercise, Video Interview – competency and personality, Game-based assessments. | Numerical reasoning test, Assessment centre exercises that involve other candidates, Case study interview |
Consulting | Aptitude tests, Game-based assessments, Situational Judgement Test, Assessment centre exercises and Personality interviews. | Numerical and logical reasoning tests, Personality and Situational Judgement tests, Risk and attention measuring games |
Law | Aptitude and Personality tests, Video interviews | Checking tests, Critical thinking tests, Case study interviews and Verbal reasoning tests. |
Technology | Technical tests (mechanical, coding, AI), Numerical and Logical reasoning, Game-based assessments and Technical interviews. | Technical tests (mechanical, coding, AI), Aptitude reasoning tests and technical interviews. |
Psychometric tests have key advantages in the recruitment process:
In conclusion, by using psychometric tests, companies can help to reduce the impact of unconscious bias and ensure that candidates are evaluated based on their abilities rather than their background. This can help to increase diversity in the workplace and ensure that the best candidates are selected for the role.
Psychometric tests are designed to measure a candidate’s abilities in comparison to a norm group, which is typically a group of people who have previously taken the test. To determine whether a candidate has “passed” a test, a threshold or passing percentile is often set. This threshold or percentile represents the minimum score a candidate must achieve to be considered for the role.
For example, if the passing percentile is set at 50%, it means that a candidate must score higher than 50% of the norm group in order to be considered for the role. Percentile refers to the percentage of the entire population that the candidate performed better than – eg. if passing percentile is set at 70%, only 30% of the best performing candidates progress to the next stage.
What will the passing percentile depend on:
Psychometric testing can be a valuable sifting tool when there are a large number of candidates applying for a particular role. By setting a passing percentile, recruiters can use the results of the test to quickly identify candidates who are most likely to be a good fit for the job.
A valuable skill that sets candidates apart and is crucial for the job may require a higher passing score than other skills. For instance, an IT job may require a candidate to score above the 50th percentile on a verbal reasoning test, indicating they perform better than half of the test pool. However, for a numerical reasoning test or coding assessment, the required percentile may be as high as 80%. This ensures that the candidate possesses the necessary proficiency in these skills that are particularly relevant to the job.
Some industries are more challenging to get into – examples of aptitude tests in investment banks and on the other side Big 4 firms that include more ‘interactive’ problem solving assessments, and divert away from focusing on numerical or verbal scores. There are many possible strategies. Some industries pose more challenges to applicants than others.
There are various approaches to tackling these tests and succeeding in these competitive industries.
Technology has transformed hiring, empowering recruiters with powerful tools to find top talent. Applying for jobs is now easier than ever, thanks to ‘easy apply’ or ‘one-click apply’ features.
However, this advancement also presents a significant problem to the talent acquisition department. As a hiring manager or HR professional, finding the best candidate among the pool of job applications is daunting, often like finding a needle in a haystack.
To avoid this issue companies use standardized assessments, such as aptitude tests, to identify the best fit for the job. These tests evaluate a candidate’s potential for success in a specific role.
With the right blend of technology and strategies, you can uncover the perfect candidate from the applicant pool.
This article highlights the transformative benefits of pre-employment aptitude assessments, showing you how they can make your hiring process a breeze.
Keep reading to find out more.
An aptitude test is a standardized assessment to assess the cognitive skills and potential of candidates. By utilizing an aptitude test, employers can evaluate a candidate’s abilities and make informed decisions when selecting the most suitable applicants for the role.
A pre-employment aptitude test measures the ability of candidates to learn and perform required tasks to be successful in the specific work environment of your organisation. Although these assessments do not necessarily measure innate intelligence, they provide insight into whether a candidate has the necessary abilities to succeed in a given role.
Having explored the concept of aptitude tests in recruitment, we now turn our attention to their significance in the hiring process. Understanding why aptitude tests hold such importance is crucial in grasping their impact on effective candidate evaluation and selection.
Let’s now look into the key reasons why aptitude assessments are crucial in the recruitment process
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Good to know: Having an engaging assessment platform can be a quick win to help build a favourable brand impression among your candidates.
Now that we understand the importance of aptitude tests in recruitment, let’s delve into the pros and cons of implementing them. By considering the benefits and challenges, we can gain valuable insights to enhance our hiring practices.
Let’s explore the advantages and potential drawbacks of aptitude tests in recruitment.
Advantage of using pre-employment aptitude test | How it impacts the hiring process |
---|---|
Cost effective | Aptitude tests for recruitment can help find the most eligible applicants for a job, reducing the need for additional recruitment efforts and saving on advertising and candidate screening costs. |
Unbiased | Pre-employment aptitude tests are given consistently to all applicants, guaranteeing that everyone is assessed using the same criteria. This serves to reduce differences in the recruitment procedure and reduces the possibility of bias. |
Boost organizational diversity | Aptitude tests can be taken from anywhere allowing people from all over the world to be assessed, thus boosting potential for diversity across your organization. |
Efficient recruitment tool | Aptitude assessments can be given swiftly and effectively, saving the HR department’s time spent interviewing and screening applicants. |
Scientific validity | Aptitude assessments are designed based on research and psychometric principles to ensure that they accurately measure the abilities and skills that are relevant to the job. |
Good to know: According to Sartori and Pasini, 2007, the objective of an aptitude test is to assess an applicant’s ability by scoring the speed and accuracy of their answers. Using these scores, the aptitude tests allow the employer to make a more informed hiring decision based on the candidate’s performance.
As we have explored the benefits of implementing aptitude tests in recruitment, it is important to acknowledge that like any assessment method, there are also potential challenges to consider. Now, let’s delve into the disadvantages of implementing aptitude tests, ensuring a comprehensive understanding of the subject and enabling you to make informed decisions for your recruitment process.
CONS | How it Impacts the Hiring Process |
---|---|
Test anxiety | Test Anxiety is a frequent challenge that applicants face while taking an aptitude assessment. It can impact candidate performance, preventing them from displaying their true ability. It can be avoided by offering them practice tests and tools, as well as straightforward instructions, support, and encouragement throughout the testing process. |
Cheating | Cheating on aptitude tests is possible, especially if they are given remotely, which can weaken the accuracy of the results. Opt for a provider with tools to minimise cheating and strict time conditions where cheating is less impactful. |
Captures one aspect of a candidate’s performance | Aptitude tests for recruitment do not assess a candidate’s psychological characteristics, work experience, motivation, or interpersonal skills, all of which can influence job success. An applicant may score well on an aptitude test but lack the required skills or expertise to perform well in the interview. It is important to use a range of assessments to ensure softer skills are captured to build an overall picture. |
Time is required to design the aptitude test | The design of an aptitude test can take time and needs plenty of detail to get just right. Solve this by turning to an external provider as opted for by many organisations. |
Not suitable for all roles | Pre-employment aptitude assessments are unlikely to be suitable for all roles. It is key to consider the nature of your role and request consultation from a trusted advisor to build your perfect assessment process. |
Having examined the pros and cons of implementing aptitude tests for job recruitment, it is crucial to explore how these tests are scored and understand the concept of percentiles. By delving into the scoring process we can gain a deeper understanding of how aptitude tests are evaluated and how they can effectively inform hiring decisions.
Let’s now explore the scoring methods and passing percentiles associated with aptitude tests in recruitment.
Since recruiters are in charge of administering the aptitude test, they can set a benchmark score or passing percentiles required for the candidates.
For example, a company may establish a passing percentile of 70%, indicating that individuals scoring at or above the 70% mark would be considered for future rounds.
You’re probably wondering what criteria you should use to determine a passing percentile.
Here are a few crucial factors that will help you to get more clarity:
We recommend a lower cut-off at the 30th percentile. This helps ensure not too much weight is put on an assessment, as no method is 100% infallible. Rather, you safely sift and progress desired applicants through this method.
Now that we have covered how aptitude tests are scored and the importance of passing percentiles, let’s shift our focus to the ongoing validation and adaptation of these tests in the recruitment process. Exploring this continuous process will help us understand how aptitude tests remain reliable and relevant in assessing candidates over time.
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Ongoing test validation and adaptation are critical to keeping aptitude tests relevant and successful in the recruiting process. Here are some key details to consider:
While aptitude tests undergo ongoing validation and adaptation to ensure relevance, it’s crucial to question their effectiveness compared to traditional interviews. Aptitude tests for recruitment provide objectivity, while interviews are often said to be prone to biases.
Let’s explore the nature of aptitude tests and then weigh their predictive accuracy against traditional interviews.
Traditional interviews have long been the go-to method for evaluating job candidates, but research suggests they may not be the most accurate predictor of job performance.
According to a Harvard Business Review survey, 63% of hiring managers believe traditional interviews fall short in assessing a candidate’s true capabilities. While interviews allow for open conversations and the evaluation of soft skills, they are prone to biases and first impressions, which can cloud judgment.
Aptitude tests, on the other hand, provide a more objective and unbiased evaluation of a candidate’s skills. These exams assess a candidate’s cognitive ability, problem-solving abilities, and other work-related traits, offering insightful information about how well they could function in their future roles.
A study conducted by revealed compelling evidence of the effectiveness of various cognitive ability tests, including aptitude tests, in predicting job performance with a validity coefficient exceeding 51% (Hurtz & Donovan, 2000).
Both aptitude tests and traditional methods of interviewing can be used by a wide range of companies, and the choice between them often depends on various factors, including:
Aptitude tests are highly valued in
Traditional interviews are preferred in:
The approaches a firm chooses to use to evaluate job candidates, traditional interviews or aptitude tests, depends on the requirements and preferences of that particular organization. A hybrid strategy that combines the two approaches can result in a more thorough and accurate review, which will eventually improve recruiting decisions.
Now that we have explored the aptitude tests versus traditional interviews in assessing candidate performance, we will take a look at examples of aptitude tests used in recruitment.
Aptitude tests used in recruitment cover a wide range of cognitive abilities and skill sets. By examining these examples in detail, we can gain a better understanding of the types of aptitude tests utilized to assess candidates’ skills, abilities, and potential.
Here are a few examples of aptitude tests commonly used by employers.
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Let’s explore a range of aptitude tests frequently employed in recruitment in detail and how they contribute to effective candidate evaluation.
The Numerical Reasoning Test assesses the candidate’s ability to perform arithmetic calculations by drawing numerical data from charts, graphs and tables.
An example of a pre-employment numerical reasoning question:
Verbal reasoning assessments measure the candidate’s ability to critically read a passage of text, interpret it and use conclusions drawn from a written passage of text to assert if the statements in question are true, false or Cannot Say.
Here is a glimpse of a pre-employment verbal reasoning test question:
Logical reasoning test examines the candidate’s ability to solve problems, identify the pattern, and reason critically by interacting with visual sequences based on shapes, diagrams and icons.
Check out the pre-employment logical reasoning test question example below:
Diagrammatic Reasoning Test requires candidates to use logical reasoning skills to interpret the patterns in a sequence to solve problems. Diagrams, flowcharts, and other visual representations of information are commonly used in diagrammatic reasoning assessment.
Here is an example of a diagrammatic reasoning test
Abstract reasoning tests use abstract shapes and symbols. It is used to assess a candidate’s ability to recognise patterns and relationships in complex sets of data without the assistance of visual representations.
This assessment measures the candidate’s ability to compare and analyse various 2D and 3D shapes to solve problems.
Spatial reasoning frequently demands the candidate to rotate and manipulate shapes in their head mentally and is used to evaluate abilities including spatial perception, mental visualisation, and spatial memory.
In this assessment, the candidate’s ability to critically reason is measured using a variety of statements and questions around the information provided.
The critical reasoning test is to analyse the capacity of candidates to make judgements and solve problems by applying evidence and reasons.
Critical thinking abilities are regarded as an important talent for assessing decision-making capacity while under pressure.
In this assessment, candidates are provided with likely scenarios and will be required to choose the best (and worst) decision options.
A Situational Judgement Test can give significant insight into how a candidate would react in certain work scenarios.
Specific soft skills, like leadership, responsibility, and time management, can potentially be measured through situational judgement assessments.
Here are the top four reasons to consider using Assess Candidates’ Aptitude tests for your hiring process:
In conclusion, by incorporating aptitude tests, recruiters can make informed decisions, improve the efficiency of candidate selection, and enhance the overall quality of their workforce. However, it is crucial to regularly validate and verify the effectiveness and accuracy of the tests over time. This ensures that the aptitude tests remain reliable and up-to-date, and continue to provide valuable insights for making hiring decisions.
In the following FAQ section, we will address some final queries that recruiters often have.
This article provides a comprehensive and easily understandable overview of the pre-employment abstract reasoning test, a widely used tool in recruiter’s candidate selection processes.
Are you involved in recruitment as a recruiter, talent acquisition specialist, HR expert, or hiring manager? Chances are, you’re already utilizing a diverse range of candidate assessment tools to swiftly identify and hire the most suitable candidates. These tools can include aptitude tests, video interviews, assessment centers, and even assessment games.
If you are looking for answers to questions such as:
Then this text is for you. Continue reading to find the answers and much more.
A pre-employment abstract reasoning test is a cognitive ability test that assesses a person’s ability to solve problems and comprehend complicated ideas, especially when they have little to no prior knowledge or experience.
Abstract reasoning, also known as inductive or non-verbal reasoning, involves identifying patterns, relationships, and rules within visual or abstract stimuli.
The pre-employment abstract reasoning tests are a common type of aptitude or psychometric test used in job recruitment. They are mainly used to measure candidates’ ability to solve problems and comprehend complicated ideas, especially in situations when they have little to no prior knowledge or experience.
As a recruitment manager or a talent acquisition expert, many jobs you advertise may require strong critical thinking, problem-solving, and analytical skills. These assessments are commonly used in fields such as
Abstract reasoning tests are not designed to assess specific knowledge or skills. Instead, they focus on evaluating an individual’s ability to identify and apply rules or principles based solely on visual stimuli. This prerequisite of abstract reasoning tests highlights the importance of visual-based reasoning in the assessment process.
For recruiters and hiring managers, abstract reasoning tests form a fundamental part of the selection process supporting finding those applicants that have the aptitude to fill the requirements of the role, whether that be in finance, engineering, or scientific research.
Having covered the prerequisites and main competence of abstract reasoning tests, let’s now delve into understanding what these tests measure.
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Abstract reasoning tests determine a person’s capacity for information analysis, pattern recognition, and making connections without the aid of prior knowledge or specialised abilities.
Abstract reasoning tests provide insights into an individual’s cognitive abilities, including analytical skills, creativity, and critical thinking in abstract and complex situations.
Abstract reasoning tests are a type of cognitive assessment also referred to as inductive reasoning tests because they assess the ability to identify patterns and draw conclusions based on limited information.
Let’s discover the different aspects of abstract, logical and diagrammatic tests.
Assessment Type | What it measures | What it involves | What is assessed |
---|---|---|---|
Abstract Reasoning Test | Abstract pre-employment tests measure a person’s ability to think critically, problem-solving, and make choices based on new or incomplete information. | It typically involves a series of diagrams, shapes, or patterns, and requires the test-taker to identify the underlying logic or pattern that governs the sequence. | The test-taker must then use this understanding to predict the next item in the sequence or complete a missing item. |
Logical Reasoning Test | Logical pre-employment tests assess an individual’s ability to apply formal or informal logic to solve problems. | These tests often involve questions requiring the test-taker to analyse statements, evaluate arguments, and draw conclusions based on a set of rules or principles. | Logical tests are often used to assess a person’s ability to think logically, critically, and analytically. |
Diagrammatic Reasoning Test | Diagrammatic pre-employment tests, sometimes referred to as spatial reasoning tests, assess an individual’s ability to understand and manipulate visual information. | These tests often involve diagrams or images that require the test-taker to identify patterns, relationships, and spatial arrangements among objects or shapes. | Diagrammatic tests are often used to assess a person’s ability to understand and work with visual information. |
Although skills in Abstract, Logical, and Diagrammatic Reasoning may overlap, each type has a distinct goal and focus.
Recognizing the distinctions between logical, diagrammatic, and abstract reasoning tests empowers recruiters to assess candidates more effectively, make informed hiring decisions, and optimize their talent acquisition processes.
Let’s now find out about some of the most common types of abstract reasoning tests:
Abstract reasoning tests are intended to assess a person’s capacity for understanding and analysing complicated relationships, patterns, and concepts. There are several types of abstract reasoning tests, including:
It is worth noting that while there are various types of abstract reasoning tests, the terminology used for these tests may vary depending on the publisher or assessment provider.
Gaining a comprehension of these tests will assist the recruiters in determining the most suitable test for your organization and navigating the occasionally unfamiliar realm of psychometrics terminology.
Now, let’s explore some examples of abstract reasoning test questions.
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To help you visualise the questions, here are some examples of pre-employment abstract reasoning test questions with worked solutions:
Average time per question: 60 seconds
The abstract test typically contains 10- 40 questions
Learn how to interpret abstract reasoning test results and understand the meaning of percentile score marks with our next section.
By examining the percentile score marks, recruiters analyse the results of the abstract thinking test. A candidate’s performance in relation to other test-takers is depicted by their percentile score, which is a statistical indicator.
For instance, if a candidate has a score in the 75th percentile, it signifies that they outperformed 75% of the test-takers.
Recruiters use percentile scores to compare and identify top-scoring candidates who possess the necessary cognitive abilities for the job. However, it’s important to consider other factors like work experience and soft skills during candidate evaluation.
Here are some general guidelines for interpreting percentile scores on abstract reasoning tests:
Remember: Pre-employment abstract reasoning tests are best used as a sifting tool. We recommend employing low cut offs around the 30th percentile to ensure a basic standard of performance is met. You can then introduce additional stages to find out more about your candidate’s suitability for the role.
Read on to learn more about the advantages of employing abstract reasoning tests for you and your company.
Here are 4 top reasons for incorporating abstract reasoning tests in the hiring process.
For example, a software development company might administer an abstract reasoning test to assess candidates’ logical thinking skills, as they need to solve intricate coding challenges
For instance, an investment firm may use an abstract reasoning test to identify candidates who can quickly understand market trends and make sound investment decisions.
For example, a tech company aiming to enhance diversity and inclusion might rely on abstract reasoning tests to assess candidates solely based on their cognitive abilities.
For example, when hiring entry-level analysts, a consulting company may utilize an abstract reasoning test to eliminate candidates lacking the requisite analytical skills prior to progressing to the interview phase
Despite the valuable insights that abstract reasoning tests bring, there are drawbacks. Let’s cover these in some more detail.
Here are 5 questions often asked when it comes to limitations of abstract reasoning tests in the recruitment process.
Solution: Use abstract reasoning tests alongside a situational judgement test to give candidates a realistic job preview of what to expect in a given role.
Solution: Encourage candidates to practice abstract reasoning tests beforehand to ensure test scores reflect their true performance.
Solution: Consider introducing other assessments to tap into preferences and behavioural competence. For example, a measure of personality or situational judgement test to get a well-rounded picture of a candidate.
Solution: Consider introducing other assessments to tap into preferences and behavioural competence. For example, a measure of personality or situational judgement test to get a well-rounded picture of a candidate.
We will now move onto the industries that employ abstract reasoning tests.
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Abstract reasoning tests are used in various industries and fields to assess an individual’s logical and analytical thinking abilities.
While specific industries may have their own unique assessment requirements, here are some examples of industries that commonly utilize abstract reasoning tests:
It’s important to note that the specific use of abstract reasoning tests may vary within each industry and even among different companies or organizations.
Now, let’s dive into the roles and positions that are particularly well-suited for recruitment with abstract reasoning tests.
Abstract reasoning tests commonly assess a candidate’s problem-solving and critical-thinking capacity. These tests are most appropriate for highly analytical, creative, and innovative jobs.
Here are some positions that could benefit from the use of abstract reasoning tests in the recruitment process:
Roles and Positions | Skills Assessed |
---|---|
Engineers | Ability to analyse complex data and solve technical problems. |
Analysts | Ability to understand complex algorithms, think creatively and solve technical problems. |
Software Developers | Ability to understand complex algorithms, think creatively, and solve technical problems. |
Architects | Ability to think creatively, analyse complex data, and develop innovative solutions. |
Scientists | Ability to think critically, analyse data, and solve complex problems. |
Ultimately, any position that requires strong analytical and problem-solving skills could benefit from the use of abstract reasoning tests in the recruitment process.
Keep reading to discover even more answers to frequently asked questions about the Abstract reasoning pre-employment recruitment tests.
Here are a few FAQs that provide recruiters with a better understanding of the rationale, benefits, interpretation, and considerations associated with using abstract reasoning tests in the pre-employment recruitment process.
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