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5 Things to Consider When Selecting a Talent Assessment

5 Things to Consider When Selecting a Talent Assessment

May 11 / Renu Gundala
Candidate talent assessments can help you make an informed recruitment decision and hire with confidence. Pre-hire testing allows recruiters to gain an understanding of a candidate's potential, including their skills, abilities and personality traits - details that go far beyond a CV.

But with countless tests available (including psychometric tests, technical/skills tests and behavioural assessments/work sample exercises), you may be overwhelmed by the number of choices. It is not only important to select the right test so you can find the top talent with which to fill a vacancy in your organisation, but by picking the wrong test you risk creating biases in the hiring process or a negative candidate experience which can reflect poorly on your company’s brand.

Here are five things you should consider when selecting a talent assessment to help you make an informed decision about which tools you include in your recruitment process.

1. The right test for the right purpose

To effectively utilise testing, you need to look at what skills or behaviours each test assesses, how these are measured and how they match to the position you are recruiting for. Ask yourself: does the test you have selected assess the skills you’re looking for? Is it designed to be used as a standalone process to screen applications or to complement interviews? Is the test meant to be used beyond the recruitment stage of the hiring process; for example, for onboarding?

On the flip side, you need to consider what areas a tool does not test for. Not all tests provide the same data!

One way to narrow down your options is to define what attributes you are looking for in a candidate and select a testing tool that measures those skills or behaviours, or search by job function and industry sector. For example, if you are looking to hire a web designer, you may wish to use a technical and skills test to understand their knowledge of application development and coding languages.

You also need to select a test of the right duration depending on what stage of the recruitment process it will be used. A 10-minute test could be used to initially screen candidates but save an hour-long test in conjunction with interviews for the final shortlist of top talent.

2. Unintended Consequences

If you are striving for a diverse pool of candidates, you need to address adverse impact: unfair or biased procedures in the selection process. Adverse impact is often an unintended consequence of talent assessments. For each test option, you should look at whether the test creates biases or if it could lead to potentially discriminatory practices if you choose not to select it.

On Talent Grader’s website, we include a field that asks test providers to provide information on ‘Measures put in place to remove or reduce biases’. This allows you to make an informed decision and select a tool that prioritises the removal of biases and helps you deliver an objective and inclusive selection process.

3. The Candidate Experience

Look at the testing process from the point of view of the candidate. You need to consider how inclusive and accessible the test is. For example, are you removing barriers for neurodiverse candidates by offering reasonable adjustments to your test of choice where required? The test is also likely being conducted remotely on a computer. Is there an option for candidates to adjust the screen contrast or text size to make it a comfortable testing experience? These kinds of adjustments help you provide a best experience for your candidates so they can attempt the tests to the best of their ability.

To create a fair and inclusive process, you should provide all candidates the opportunity to confidentially disclose any disabilities at all stages of the recruitment process. When carrying out pre-hire testing, communicate to all candidates clearly and well in advance of the test what it will be assessing, its relevance to the vacancy in question, duration, answer format and technical requirements for using the given testing platform. This helps candidates with disability to request any adjustments to the assessment process.

4. Data Protection

Candidates’ data protection is crucial for employers. Explore with the test providers how they store and handle test taker’s data, so you can ensure compliance. On Talent Grader’s website, our test publishers or technology providers specify this information so you can easily access this to assess compliance or explore any changes you may need e.g. data retention.

Whilst I recommend you consider the above four key points for any kind of assessment, the following advice on reliability and validity applies to psychometric tests specifically.

5. Pick a Reliable and Valid Psychometric Test

There are many different types of psychometric tests available that measure different personality traits and candidate attributes. The two main types of psychometric tests are ability tests, which assess how well a candidate does something, and personality tests, which look at how an individual might respond to a situation. Click here to learn more about the types of psychometric tests.

When selecting a psychometric test, you need to make sure you are picking a reliable and valid option. When it comes to a quality assessment, the test should have a reliability coefficient of over 0.7, which is the industry benchmark set by professional bodies.

You should be able to check a test’s validity e.g., by comparing the tool with others on the market to ensure it is actually measuring what it claims. There are many types of validation studies and it is important to look at this evidence in technical manual of the test concerned. If the test provider will not give you access to the technical manual or not interested in explaining the technical information contained in their technical manual, that is a sign the tool may not be legitimate.

For the best recruitment results, Talent Grader recommends a combination of the following test types that are valid and reliable for your use: numerical reasoning tests, logical reasoning tests, situational judgement tests, verbal reasoning tests, and personality assessments. Based on the type of recruitment, you could combine a psychometric test with a behavioural assessment (also known as a work sample exercise) or a technical or skills test.

Find the Right Test with Talent Grader

We make every effort to present all the information about available test options to help you make an informed decision. Pop over to our website and take up a free trial of psychometric tests, technical and skills tests, or talent assessment technology, such as video interview platforms.

Don’t forget to share feedback on your experience! If you need help in choosing the right assessments, please contact us, we will be delighted to help.
Benefits of Online Assessment Tools For Recruitment

Benefits of Online Assessment Tools For Recruitment

April 19 / Renu Gundala
The future of pre-employment testing is evolving, as companies and hiring managers are shifting towards online assessment tools for recruitment. This shift has only been accelerated by the Covid-19 outbreak which forced us all to work from home and reassess how we conduct business

Some companies have even committed to being fully remote in a post-pandemic world, which reinforces the need for new recruitment methods which embrace this new way of working. Whether your company is back in the office or fully remote, there are a number of benefits of using online assessment tools for recruitment. Ultimately, they are an efficient and effective way to reduce a pool of candidates down to a select few, to ensure that you make the right hiring decision without having to see every applicant. We will explore all of these benefits in more detail below.

Browse the Talent Grader website to easily find and compare online assessment tools for recruitment. You’ll find a wide range of helpful tools which can be used to enhance your hiring processes. 

Why use online assessment tools for recruitment? 

Online assessment tools are the quickest and most convenient way to improve your recruitment process. They make life easier for hiring managers, interviewers, and candidates alike. Recruiters only have to send out the link to the appropriate online assessment, for the candidate to carry out in the comfort of their own home. In certain cases, these tests can still be live monitored by the interviewer/recruiter if this is required. 

In order to scale up, your company needs the best employees, but talent acquisition requires a significant amount of time and resources. This problem can be solved with having the right online assessment tools for your recruitment process. 

Here are some of the key benefits of using online assessment tools: 

Save Time: Time is money, and online assessment tools for recruitment can help you save both. You’ll get decisions made quicker, as recruiting managers will be able to select the best candidates early on. And the quicker you fill your vacancies, the more productive your company will run. All in all a quicker recruitment process is beneficial for all involved. 

Ready-to-use Assessments: With each role, there are certain skills required in order for a candidate to be able to carry it out successfully. To screen candidates for these skills/attributes, you need a fast solution rather than interviewing every single one. Irrespective of how many candidates apply, you can quickly and reliably measure a candidate's skill with online assessment tools for recruitment, before they reach the stage of an interview. 

Great Candidate Experience: Providing a positive experience for candidates is an important but often overlooked side of recruitment. In order to hire and attract the best, you need to make sure that your processes are convenient for them, as well as your own staff. With their convenience and effectiveness, online assessment tools for recruitment and selection will help to enhance the perception of your company. Subsequently more people will apply in future if word of mouth starts to spread.

Reduce Employee Turnover: High employee turnover is not something you typically want in your business. When people are always leaving, it has an impact on employee morale and productivity and eventually on the company's products and services. As we’ve discussed hiring takes time and resources, so the less you have to do it the better. By making sure you pick the right people, online assessments for recruitment can help you reduce employee turnover in the long term.

Unbiased: Online recruitment assessment tools are free from human biases, judgements and errors. By removing biases you can increase diversity in selection and ensure that you objectively get the very best candidate for the role. 

Browse Online Assessment Tools For Recruitment

On Talent Grader you can find a wealth of online assessment tools which can be used as part of your recruitment process. From talent assessments, to technical skills tests, to personality questionnaires, you can search for the right tools for your business to succeed. 

You can find and compare tools, see reviews from other users and access free trials before you buy, so you can rest assured that you are making the right choice.
What are the best psychometric tests for recruitment?

What are the best psychometric tests for recruitment?

April 19 / Renu Gundala
Psychometric tests are becoming increasingly more popular and are revolutionising the way that companies recruit new talent. It is estimated that over 75% of the top 100 companies in the UK now use psychometric testing as part of their selection process, due to the many benefits that these diverse assessments can provide. 

When it comes to selecting which are the best psychometric tests to use as part of your recruitment process, it will ultimately depend on the industry or the job role that you are hiring for. They take various forms (numerical, mechanical, logical, verbal, etc), typically broken down into two distinct types - tests of ability and personality assessments. Ability tests assess how well a person does something whereas a personality questionnaire assesses how they do it.

Below, we’ll be exploring the top psychometric assessments for recruitment and the benefits of each. To find and compare these tests in more detail based on the areas you want to assess, browse the Talent Grader platform. 

Why are psychometric tests used for recruitment? 

Psychometric tests are used to provide insight into a candidates cognitive ability and indicates their potential to excel within a certain role and company. Typically carried out online, they are an effective way to streamline the recruitment process and reveal top applicants efficiently. 

By measuring traits such as aptitude, communication style, and emotional intelligence in a candidate upfront, hiring managers can develop a much clearer picture of how a candidate will perform. This goes beyond just assessing the person based on their employment history and academic achievements. 

In the current climate where employers are receiving an extremely high number of applications for new roles, psychometric tests are an excellent way to quickly filter through candidates. Hiring managers can confidently whittle the selection pool down to the top 5-10% of applicants, to invite them to further stage interviews. 

A strong correlation has been found between a high score in a psychometric or aptitude test, and subsequent high performing candidates. This indicates that they are reliable indicators of the potential competence and suitability of applicants. 

psychometric tests recruitment

Best Psychometric Tests For Recruitment 

As discussed above, there are different types of psychometric tests which measure different personality traits and candidate attributes including intelligence, critical reasoning, motivation and more. Below we’ve put together a list of the best psychometric tests for recruiters to use during the hiring process. Based on the company and the role that you are hiring for, you may use one of, or a combination of the tests featured below. 

Numerical Reasoning Tests

A numerical reasoning test is used to measure a candidate’s ability to accurately interpret and analyse data, and to draw logical conclusions efficiently. The individual taking the test will typically be presented with data in the form of graphs and tables in order to draw these conclusions. 

Numerical reasoning tests don’t necessarily include complex mathematical equations, instead they are designed to determine a candidate's ability to interpret numerical data. They will require knowledge of some basic mathematical concepts such as ratios, percentages, identifying number sequences, data interpretation, financial analysis and currency conversion. 

Use the Talent Grader online platform to easily search for and compare numerical reasoning tests for recruitment.

Logical Reasoning Tests 

A logical reasoning test measures an individual's ability to efficiently analyse information, problem-solve, draw meaningful conclusions and respond in a coherent and logical manner. Different types of logical reasoning tests are used to assess a candidate’s inductive and deductive reasoning abilities.

The way they work is by presenting an applicant with a series of written passages and/or non-verbal content such as images. Candidates will typically then need to identify the next figure in the sequence, from a selection of possibilities.

Use the Talent Grader online platform to easily search for and compare logical reasoning tests for recruitment.

Situational Judgement Tests

Situational judgement tests assess how a person might react when different types of problems arise in the workplace. Based on some common scenarios which are likely to occur, it paints a picture of what type of employee that candidate would be, and whether this fits in with your company ethos. 

In a situational judgement test, a candidate may be given a series of scenarios and possible responses to those scenarios. They will then be asked to rate each response from ‘strongly desirable’ to ‘strongly undesirable’. Based on this, hiring managers will be able to see what types of responses that candidate thinks is appropriate, and how they themselves might react when faced with that issue. 

Use the Talent Grader online platform to easily search for and compare situational judgement tests for recruitment.

Verbal Reasoning Tests

Verbal reasoning tests measure a person's ability to understand and comprehend written passages. Somebody who performs well on this test won’t jump straight to false assumptions or misinterpret information, but comprehend the meaning of the passage and reach a reasoned and logical conclusion. 

There are different types of verbal reasoning tests which focus on different areas, and range in levels of difficulty. In a typical test, a candidate will be presented with a series of statements which make certain inferences. They’ll then be asked to say whether each statement is ‘true’, ‘false’, or ‘cannot say’.

Use the Talent Grader online platform to easily search for and compare verbal reasoning tests for recruitment.

Personality Assessments

Personality Assessments measure a candidate’s typical or characteristic ways of thinking or behaving. They vary greatly in the number and range of constructs they measure, though the majority will assess aspects of the ‘big five’ personality characteristics: openness, conscientiousness, extraversion, agreeableness and neuroticism. 

Recruiters use personality assessments to compare potential employees’ scores against the job requirements, to see if they would be suitable for that role and company. Unlike with numerical tests, there are no right or wrong answers when it comes to personality assessments. They give an indication of that individual's personality and they react with other people, so no two people will ever be exactly the same. 

In a typical personality test (or questionnaire), a candidate will essentially be asked to rate themselves, based on a number of given statements. For example they might be asked to what degree they agree with the statement: “I enjoy meeting new people”. 

Use the Talent Grader online platform to easily search for and compare personality assessments for recruitment.
5 Things to Consider When Selecting a Talent Assessment

5 Things to Consider When Selecting a Talent Assessment

May 11 / Renu Gundala
Candidate talent assessments can help you make an informed recruitment decision and hire with confidence. Pre-hire testing allows recruiters to gain an understanding of a candidate's potential, including their skills, abilities and personality traits - details that go far beyond a CV.

But with countless tests available (including psychometric tests, technical/skills tests and behavioural assessments/work sample exercises), you may be overwhelmed by the number of choices. It is not only important to select the right test so you can find the top talent with which to fill a vacancy in your organisation, but by picking the wrong test you risk creating biases in the hiring process or a negative candidate experience which can reflect poorly on your company’s brand.

Here are five things you should consider when selecting a talent assessment to help you make an informed decision about which tools you include in your recruitment process.

1. The right test for the right purpose

To effectively utilise testing, you need to look at what skills or behaviours each test assesses, how these are measured and how they match to the position you are recruiting for. Ask yourself: does the test you have selected assess the skills you’re looking for? Is it designed to be used as a standalone process to screen applications or to complement interviews? Is the test meant to be used beyond the recruitment stage of the hiring process; for example, for onboarding?

On the flip side, you need to consider what areas a tool does not test for. Not all tests provide the same data!

One way to narrow down your options is to define what attributes you are looking for in a candidate and select a testing tool that measures those skills or behaviours, or search by job function and industry sector. For example, if you are looking to hire a web designer, you may wish to use a technical and skills test to understand their knowledge of application development and coding languages.

You also need to select a test of the right duration depending on what stage of the recruitment process it will be used. A 10-minute test could be used to initially screen candidates but save an hour-long test in conjunction with interviews for the final shortlist of top talent.

2. Unintended Consequences

If you are striving for a diverse pool of candidates, you need to address adverse impact: unfair or biased procedures in the selection process. Adverse impact is often an unintended consequence of talent assessments. For each test option, you should look at whether the test creates biases or if it could lead to potentially discriminatory practices if you choose not to select it.

On Talent Grader’s website, we include a field that asks test providers to provide information on ‘Measures put in place to remove or reduce biases’. This allows you to make an informed decision and select a tool that prioritises the removal of biases and helps you deliver an objective and inclusive selection process.

3. The Candidate Experience

Look at the testing process from the point of view of the candidate. You need to consider how inclusive and accessible the test is. For example, are you removing barriers for neurodiverse candidates by offering reasonable adjustments to your test of choice where required? The test is also likely being conducted remotely on a computer. Is there an option for candidates to adjust the screen contrast or text size to make it a comfortable testing experience? These kinds of adjustments help you provide a best experience for your candidates so they can attempt the tests to the best of their ability.

To create a fair and inclusive process, you should provide all candidates the opportunity to confidentially disclose any disabilities at all stages of the recruitment process. When carrying out pre-hire testing, communicate to all candidates clearly and well in advance of the test what it will be assessing, its relevance to the vacancy in question, duration, answer format and technical requirements for using the given testing platform. This helps candidates with disability to request any adjustments to the assessment process.

4. Data Protection

Candidates’ data protection is crucial for employers. Explore with the test providers how they store and handle test taker’s data, so you can ensure compliance. On Talent Grader’s website, our test publishers or technology providers specify this information so you can easily access this to assess compliance or explore any changes you may need e.g. data retention.

Whilst I recommend you consider the above four key points for any kind of assessment, the following advice on reliability and validity applies to psychometric tests specifically.

5. Pick a Reliable and Valid Psychometric Test

There are many different types of psychometric tests available that measure different personality traits and candidate attributes. The two main types of psychometric tests are ability tests, which assess how well a candidate does something, and personality tests, which look at how an individual might respond to a situation. Click here to learn more about the types of psychometric tests.

When selecting a psychometric test, you need to make sure you are picking a reliable and valid option. When it comes to a quality assessment, the test should have a reliability coefficient of over 0.7, which is the industry benchmark set by professional bodies.

You should be able to check a test’s validity e.g., by comparing the tool with others on the market to ensure it is actually measuring what it claims. There are many types of validation studies and it is important to look at this evidence in technical manual of the test concerned. If the test provider will not give you access to the technical manual or not interested in explaining the technical information contained in their technical manual, that is a sign the tool may not be legitimate.

For the best recruitment results, Talent Grader recommends a combination of the following test types that are valid and reliable for your use: numerical reasoning tests, logical reasoning tests, situational judgement tests, verbal reasoning tests, and personality assessments. Based on the type of recruitment, you could combine a psychometric test with a behavioural assessment (also known as a work sample exercise) or a technical or skills test.

Find the Right Test with Talent Grader

We make every effort to present all the information about available test options to help you make an informed decision. Pop over to our website and take up a free trial of psychometric tests, technical and skills tests, or talent assessment technology, such as video interview platforms.

Don’t forget to share feedback on your experience! If you need help in choosing the right assessments, please contact us, we will be delighted to help.

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