The buyer's guide to...Skills testing
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The product
Pre-employment skills testing enables recruiters to accurately measure a candidate’s capabilities and predict their suitability for specific job roles. Testing is available for general and specialist competencies and is considered to be one of the most effective and clear-cut ways of ensuring a candidate is being truthful about their aptitude(s).
The Risk Advisory Group’s annual survey of CV lies, found the two most common lies related to job title and employment details, which indicates that employers could be hiring candidates who do not have the necessary know-how or experience to carry out the role they’ve applied for. It also found that the percentage of discrepancies on a CV had increased by 14% over the previous year. “No business can afford to invest time and money in someone who is not up to the job,” warns Sal Remtulla, head of employee screening at the Risk Advisory Group. “Companies cannot take experience and qualifications at face value and must make adequate checks.”
It also found that the percentage of discrepancies on a CV had increased by 14% over the previous year.
As the country emerges from recession, the market is likely to be overrun with jobseekers chasing fewer positions for some months to come, so skills testing can be an indispensable tool in helping recruiters and resourcing specialists differentiate between those who claim they can do the job and those who actually can.
“What you are doing is setting a minimum level before you see somebody [for interview],” says Stephen Croxton, sales manager at HR business solution provider, Kenexa. “So you are spending more time on the quality, top-end people as opposed to spending it sifting people out.”
The basics
There is a vast array of tests ranging from those that focus on areas like verbal, logical and mathematical reasoning through to computer software skills, as well as more sophisticated management level competencies. There are also tests dedicated to areas like call centre skills and customer service; tests can also be tailored to individual recruiter’s requirements. The key requirement is that the test genuinely assesses skills necessary for on-the-job performance, so as a purchaser you need to be certain of the test’s validity.
Most tests involve multiple choice or true-false questions and usually last between 15 and 45 minutes. The testing system is often integrated with an organisation’s recruitment management or applicant tracking system, so the entire process is automated. Cost-wise, Alex Fradera, senior consultant at assessment provider SHL, says a single test can be bought for as little as £20, which includes a summarised report.
Typically, though, charges centre around two main models. There is an unlimited licence model, which will depend on the type and size of the organisation. The other is a unit subscription model where you pay for the credits as you go. Pre-employment screening solutions provider, PreVisor, for instance, operates a unit system whereby the units purchased can be used across its entire range of tests.
Cost of basic tests has also come down significantly in recent years thanks to the rapid growth in online testing with candidates taking tests from the convenience of their homes. Paul Englert, director of international business development at Psytech International, affirms he has seen an extensive move from CD to online over the past three years. “Test users are keen to avoid the time issues related to supervised testing and are using unsupervised testing more and more,” he says.
Remote testing raises several issues though, not least how recruiters can ensure the candidate has completed the test unaided or that a friend hasn’t taken their place. But providers have come up with ways to detect cheating or test fraud. Applicants who are shortlisted after successfully completing one of SHL’s Verify tests, for instance, have to then undertake a short re-test when attending for interview. This scientifically cross-checks and authenticates their ability while saving the time and cost of a complete re-test. “It’s only purpose is to see if we think the same thing is going on and a similar performance is being seen as the last time round,” explains Fradera.
Most providers also use randomised item banks to limit the potential for candidates to share or discuss tests online with friends or colleagues. The idea is that by using questions of similar types and style in different orders every test will be different but comparable.
The enhancements
There is a growing trend for recruiters to look for additional forms of testing such as psychometric and behavourial alongside skills testing and this requirement will undoubtedly influence your choice of provider.
The most cost-effective route might be to look for a one-stop shop and PreVisor having incorporated eight different assessment companies over the years is among those that claim to offer this complete level of service. “We offer more than 1,000 assessments delivered through a single software-as-a-service platform called Select2perform. Whether you want to measure personality, ability and aptitude testing job simulations or skills testing, we can provide all of those from one organisation,” says Jeremy Pemberton-Pigott, managing director of PreVisor.
“When you look at any job role, for a person to perform effectively it requires a broad range of personal attributes. At PreVisor, we have the capability to draw together the full range of assessment types. Only then do we take the most predictive component parts of our assessments to create a more streamlined yet focused assessment solution. Research has clearly shown that this method delivers more predictive results and better employee performance.”
Another key consideration when selecting a provider is the so-called wraparound or additional support services on offer. What reports or manuals are available for a particular questionnaire? Would you require additional training for your staff to understand how to administer or interpret the tests?
“Does the test publisher have a consultancy arm which might be able to come in and help you use the questionnaire effectively or help you design an assessment centre, troubleshoot for you or design your recruitment process so the psychometrics fit well within what you are using?” asks Rob Bailey, managing consultant, research and development at workplace psychologists OPP, which distributes Saville Consulting’s aptitude test. “The questionnaires are well worth assessing but the wraparound can be equally important.”
Vital Information:
- Ensure any testing directly relates to core skills for the job. Avoid jumping on any assessment bandwagon and using something because it’s in vogue or exciting. “If it doesn’t relate to the job, it won’t be a good indicator of how well they do the things that matter,” says Alex Fradera at SHL. Moreover, you can also be storing up discriminatory problems for yourself. “If you exclude somebody based upon a test that doesn’t have a direct bearing [on the job], they can rightfully challenge that,” he adds. vitalinformation
- Quiz the providers on the validity of their tests: is the test really measuring what it claims? Reputable providers will be upfront about their criteria and will have this information in the manuals for their instruments, advises Rob Bailey at OPP. So be wary if it’s not readily available. “Generally, if you got to a well-established test provider or use one of the bigger brands, these things will be taken care of,” he says. “But I think people should always ask the question anyway.”
Before you buy ask yourself…
- What core skills do I want to test and what do I want to achieve from the testing process?
- Have I discussed it sufficiently with the client?
- What am I getting for my money in terms of the report?
- Am I satisfied the tests are both valid and reliable? Is the online environment the best one for my testing on this occasion?
- Can the provider offer the level of customisation that I need and how much extra will this cost?
- Does my team need training in administering the tests and can the provider offer this?
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