How can I customize Assess Candidates pre-employment situational judgement tests for the role and my organization?
We gladly offer the option to create either semi-bespoke or fully-bespoke situational judgement tests to be competency, role, and/or company-specific. Please contact us to discuss further details and for us to for us to understand the specific roles, competencies, and your personal requirements.
How should I combine Assess Candidates pre-employment situational judgement tests with other hiring tools?
Assess Candidates offers end-to-end assessments you may combine together depending on the recruited role. Our portal provides various pre-employment tests as well as game-based assessments and video interviews to paint well-rounded pictures of candidates. There is no limit to the number of different tests you can use in your campaign.
How do Assess Candidates ensure objectivity of pre-employment situational judgement tests?
It is our priority to design tests free of bias. We use science and experience to create pre-employment situational judgement tests that objectively assess candidates’ behavioral competencies. All our tests also include functionalities for candidates who need extra time, have visual disabilities, and/or suffer from color blindness.
How effective are Assess Candidates pre-employment situational judgement tests in hiring?
Assess Candidates pre-hire situational judgement tests are behavioral assessments with a strong research history and scientific validation, demonstrating their effectiveness. Our tests have undergone industry-standard design procedures and rigorous scientific reviews by former SHL and IBM Kenexa chartered psychometricians to ensure they accurately predict candidates’ behavioral competencies and on-the-job performance.
Where in my recruitment process should I use situational judgement tests?
Situational judgement tests are typically used during the early stages of the recruitment process in order to sift or screen candidates. They can also be used after the initial sifting stage to learn more about candidates before the interview or assessment center stage. Situational judgement tests quickly and efficiently help you evaluate whether candidates have the desired behavioral competencies for your role and help you shortlist only the most qualified to invite to the next stage of recruitment. They are particularly beneficial for graduate scheme recruitment to screen high volumes of applicants.
How difficult are Assess Candidates pre-hire situational judgement tests?
Situational judgement tests are designed to adequately challenge candidates to predict how they might behave against real workplace challenges. The tests are timed, therefore the main difficulty for candidates is to balance time spent resolving the workplace challenge, and solving as many challenges as possible within the time limit. The questions focus on interpretation of a work-based scenario and application of logic to determine the best course of action.
How much do Assess Candidates pre-employment situational judgement tests cost?
All two off-the-shelf situational judgement tests are included in all Assess Candidates plans. Costs of semi-bespoke and fully-bespoke tests are based on initial assessment of the scope of work and requirements. Please get in touch with our team to discuss pricing.
What do pre-employment situational judgement tests measure?
Pre-employment situational judgement tests measure candidates’ core competencies and strengths to predict how their on-the-job performance. Candidates who score highly tend to possess the desired behavioral competencies required for the role and organization. They also perform better and stay longer.
What support does Assess Candidates offer in candidate assessment?
The Assess Candidates Support team is always here to help our clients. We offer technical support included in all our plans and a dedicated Client Relationship Manager for our ‘Unlimited Use 12-months’ and ‘Corporate’ plans.
