Top 5 Online Candidate Assessment Platforms

Choose the best candidate quickly and effectively by using one of these top 5 online candidate assessment platforms!

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Why do companies use candidate assessment platforms?

82% of companies use some form of candidate assessment testing, according to the recent Talent Board’s Candidate Experience Research report.

Testing candidates help companies ensure that their job candidates really have the required skills to successfully perform their jobs, as they claim in their resume or in a job interview. Without testing your candidates, you’ll end up choosing the best interviewee, not the best person for the job!

Luckily, due to the scientific and technological advancement of candidate assessment tools, these platforms are now available online. This also makes them more affordable than ever, which is very convenient for employers.

Why should companies use online candidate assessment platforms?

The main reason why so many employers use online assessment platforms to test their candidates these days is that they guarantee a great candidate experience.

By accessing an online assessment platform, candidates can solve these assessment tests online from anywhere in the world, at the time that suits them the best. This method saves time and money both for candidates and employers, making a more convenient and timely option.

Top 5 candidate assessment platforms

There are many different candidate assessment platforms on the market. We did thorough research and created a list of the best skill assessment tools, measured by reviews, services offered and ease of use.

All of the platforms we included in our list offer candidate assessment tests which can be administered quickly and easily through well-designed software.

1. eSkill

eSkill is an online skills assessment solution which helps organizations deploy the most accurate, valid tests for pre-employment and skills gap assessments. You can choose from over 600 standard tests, 5000 combinable topics or create your own content for any job and industry.

2. Devskiller

Devskiller offers developer screening and online interviews in one platform. They offer a possibility to test programming languages, frameworks and libraries. With their Test Wizard, you can generate a coding test based on your job description in order to verify the coding skills you are looking for.

3. Interview Mocha

With Interview Mocha, you can verify your candidate’s job fit with our 1000+ skill tests, aptitude tests, enterprise-ready assessment platform. You can choose from a vast library of pre-built skill tests, customize one yourself or order a custom-made test specially designed for you.

4. The Hire Talent

The Hire Talent offers different pre-employment test solutions, including people (EQ) & logic (IQ) assessments, work personality assessments, skills assessments and sales aptitude and skills assessments.

5. Mercer Mettl

Mercer Mettl is an online talent assessments platform which can help you measure your candidates’ skills, personality and ability. You can choose from their test library of different psychometric, cognitive and technical test or get custom test built for your specific needs.

 

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Top 5 Skill Assessment Testing Statistics You Should Know

Discover the top 5 data-backed reasons to use skills assessment tests in your hiring process.

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Are you using skill assessment tests in your hiring process?

According to Career Builder research, 74% of employers admit they’ve hired the wrong person for a position.

Luckily, there is a simple way to avoid making a bad hire.

Using a skills assessment test helps companies to ensure that their job candidates really have the required skills to successfully perform their jobs.

There are many advantages of using skill assessment tests along with the traditional selection methods such as reviewing resumes and conducting job interviews.

Skills assessment tests help employers check if their perfect candidates are really a great fit for the job and the company culture as they claim to be. As a result, making a bad hire is much less common among employers who use skill assessment tests.

Here is why you should be using skill assessment tests

Using a skill assessment test has proven benefits.

Here are the top 5 skill assessment statistics which explain why you should be using them in our hiring process:

Statistic #1: Candidates lie about their skills

According to Criteria Pre-Employment Testing, up to 78% of resumes are misleading and up to 46% contain actual lies! 😲

Skill assessment test help employers check the truthfulness of candidates’ resumes. By applying skill assessments test, employers can verify is their candidates really possess the skills they claim to have.

Statistic #2: Skills gaps in job candidates

Using skills assessment tests is an effective method to address the serious problem of skills gaps among job candidates.

Recent research conducted by the Society for Human Resource Management has found that 75% of HR professionals who reported difficulty recruiting in the past 12 months say there are skills gaps in job candidates.  

Skill assessment test can provide valuable insights into the ability of candidates to learn new things and upgrade their existing skills.

Statistic #3: Skill assessment tests help reduce turnover

Research conducted by the Aberdeen Group has found that companies who use pre-hire assessment tests report a 39% lower turnover rate.

Statistic #4: Skill assessment tests ensure higher hiring managers satisfaction

Hiring managers who utilize pre-employment assessments report 36% more satisfaction with their final decision than those who don’t, according to Aberdeen Group study

Statistic #5: Skill assessment test ensure high employee performance

Aberdeen Group study has found that organizations who use pre-hire assessments are 24% more likely to have employees who exceed performance goals.

How to Interview Candidates Effectively: 3 Simple Ways

How to make your job interviews more effective at predicting job performance? Here are 3 simple ways!

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Do we need a more effective way to interview candidates?

Here are 2 interesting statistics:

  • Recent research has found that nearly three in four employers (74 percent) say they’ve hired the wrong person for a position.
  • According to Career Builder, a single bad hire can cost a company upwards of $50,000.

I rest my case.

How to make your job interview more effective?

Here are 3 easy ways to make your job interview more effective at predicting job performance:

1. Conduct a structured interview

Structured job interviews are more efficient than semi-structured or structured interviews when it comes to predicting job performance. Meta-analysis research shows that structured interviews are up to twice as effective at predicting job performance than unstructured ones!

Take action now:  Prepare interview questions before the interview and ask each of your candidates the same questions in the same order.

2. Conduct a behavioral interview

Research shows that behavioral interviews are more valid and accurate for making hiring decisions. Behavioral interviews are based on the evaluation of candidates’ past behaviors. In other words, in a behavioral interview, an interviewer asks candidates about their past work experience and performance.

Take action now: Check out the best examples of behavioral interview questions!

3. Do a job simulation

According to LinkedIn’s report, only 32% of respondents use this technique, even though 84% say it is effective. In a job simulation, you ask your candidates to complete the type of tasks they would work on if hired.

Take action now:  Think of a great job simulation exercise for your currently open job position. Depending on the role you are looking to fill, it could be a task to write a short copy, outline a presentation, solve a certain problem, brainstorm a few ideas, solve a certain problem, etc.

Conclusion

Stop relying on your gut feeling when hiring and start using data backed techniques. Implementing any of these 3 tips are guaranteed to make your job interview more predictive of your candidates’ job performance.

 

5 Tips for Writing a Great Job Ad

Learn how to write an effective job ad!

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What is a great job ad?

A great job advertisement is the one that will not only help attract your ideal candidates, but also turn away unsuitable candidates. That way, you will save your time you would otherwise have to spend on disqualifying a large number of unqualified candidates. 

A great job advertisement is also the type of job ad that stands out and convinces the right type of candidates to apply. It is the type of job ad that really sells the company and its jobs.

How to write a great job ad?

Here are the top 5 tips for writing great (newspaper) job ad that stands out:

1. Engage the reader with a great title

Get creative and think out of the box. What could attract the attention of your ideal candidate? What would make them stop in their tracks? What kind of opportunity would make them want to learn more? Open with that!  

2. Keep your ad short and to the point

Write in clear and specific language and use the action verbs to make the ad more readable. Avoid using unnecessary words. For example, instead of “To apply for this position, you should send your CV and cover letter to the following address” simply write “Send your CV to: Address”.

3. Describe your ideal candidate

If you want to hire the right people for your open job position, you should have a clear picture of who your ideal candidate is. Creating your candidate persona will help you think about your candidate beyond your job requirements.

4. Sell your job

What makes your company different? Why would your ideal candidate want to work at your company, instead of for some of your competitors? What is in it for them if they join your company? Think beyond the salary. Highlight interesting projects, career development opportunities and benefits and perks you offer.

5. Explain the application process

Don’t forget to include a call to action at the end of your job ad. Tell candidates exactly what they need to do in order to apply for your open job position. Should they send their CV and include a cover letter? Attach their portfolio or some other examples of their work? Do you require some other type of documents. Such as copy of your candidate’s diploma, certifications, etc.?

9 Ways to Reduce Your Time to Fill

Discover 9 great ways to reduce your time to fill and hire top candidates faster!

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Want to hire top talent for less money? Reduce your time to fill!

Time-to-hire is one of the key recruiting and hiring metrics.

➡️ Download the Checklist of Most Important Hiring Metrics & Tips for Improvement

Time to fill metric measures how quickly a company can find and hire the best candidate. In a time of war for talent, many companies use this metric as their north star. Why is that?

There are 2 main reasons:

  1. Longer time to hire costs more money
  2. Loner time to hire causes you to lose the best candidates.

Did you know that a whopping 57% of job seekers lose interest in a job if the hiring process is lengthy (Source:  Robert Half’s research).

So without further ado, let’s take a look at the 9 ways to reduce your time to fill, improve your candidate experience and hire top talent for less money!

How can you reduce your time to fill?

Here are X effective ways to reduce your time to fill:

1. Start using a recruitment software

One of the best ways to reduce your time-to-hire is to use modern recruitment software. Modern recruitment software has many benefits, and one of the key ones is reducing time to fill. According to research, 86% of recruiting professionals say that using an ATS has helped them hire faster.

2. Track and measure

Track and measure your hiring process to find bottlenecks and resolve them. With modern recruitment software, you can automatically track and measure your time to fill. That way you can get an insight into how long does it take to hire for a particular job opening and make changes accordingly.

3. Automate your communication with candidates

In order to save time, you should automate your communication with candidates. Use the latest technological solutions such as recruitment chatbots and modern recruitment software. Modern recruitment software has ready-to-use recruiting email templates you can personalize and send in bulk.

4. Automate interview scheduling

With a modern recruitment software, you can send automated emails with an interview appointment that automatically sync with your work calendar. That way you’ll save valuable time going back and forth to arrange a suitable time slot for all your candidates.

5. Automate resume parsing and screening

Once candidates apply, a modern recruitment software will parse and screen their resumes and create their rich profiles in the system automatically. That way you’ll save the time needed to go through all received applications and organize them in order to find the best candidates.

6. Conduct group interviews

Conducting group interviews can save you a lot of time in the most consuming phase of the hiring process – interviewing. If you’ve never conducted group interviews before, don’t worry – we’ve got you covered! In our Guide for conducting a group interview you’ll find everything you need to know to learn how to plan, prepare and conduct effective group interviews.

7. Build a talent pool

Having a pool of great candidates eager to work for your company is the best way to reduce your time to hire. Every time you have a new job opening, you can simply choose the best ones from your talent pool! Learn how to build a talent pool from scratch and how to segment it for maximum benefits!

8. Source candidates

Don’t wait for candidates to come to you – go out there and find them! Luckily, today’s technology offers effective sourcing tools, which can perform complex web search scans millions of online profiles to retrieve passive and active candidates’ details including email addresses, resumes and more.

9. Implement an employee referral program

Asking your current employees to recommend great candidates is another way to reduce your time to fill. Implement an employee referral program and promote it regularly. Also. make sure to offer attractive and creative employee referral rewards which will motivate your employees to actively engage in helping you find new employees.

 

Top 7 Websites to Find Developers in 2019

Are you utilizing all of these top places to find developers? If not, you’re missing out on top tech talent!

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Need to find and hire developers?

Yes, we know…join the club, buddy! Finding and hiring developers is one of the top challenges for HR professionals and recruiters around the world.

However, finding great developers isn’t that hard – when you know where to look for them.

Download our free eBook: Definite Guide for Recruiting & Hiring Developers!

What are the best places to find developers?

The latest Stack Overflow’ survey The Global Developer Hiring Landscape 2018 has found that: only 16% of developers are actively looking for a job. This means that you won’t find them on LinkedIn, job boards and your career site.

You will find them, however, on specialized tech websites and forums. These websites are your best bet for finding and hiring top tech candidates, especially passive ones.

Top 7 sources of tech candidates

1. GitHub

GitHub is the world’s largest software development platform. It is a place where developers can host and review their code, manage projects, and build software alongside 31 million developers. Basically, it is a site where developers store their code and share it with others

for collaboration, further development or simply usage.

2. Stack Overflow

Stack Overflow is the largest most trusted online community for developers to learn and share their knowledge. It has more than 50 million unique visitors come to Stack Overflow every month. Basically, Stack Overflow is a Q&A site. It is a place where developers post their programming-related questions and coding problems hoping that other developers will be able to help them. It has a very popular job board.

3. Dice

Dice is a well-known job board and candidate sourcing site. Dice’s database includes over 11 million unique and actionable tech profiles – including 2.2 million complete with résumés.

4. Toptal

Toptal is an exclusive network of the top freelance software developers, designers, finance experts, product managers, and project managers in the world. All candidates on Toptal have a proven track record and elite industry experience in design, business, or technology.

5. Upwork

Upwork is the largest global freelancing website. With millions of jobs posted on Upwork annually, freelancers are earning money by providing companies with over 5,000 skills across more than 70 categories of work.

6. We work remotely

We Work Remotely is a niche job board for remote jobseekers. It’s the largest, most experienced and dedicated remote only job board in the world with over 1.5 million individuals visiting the site annually. It is primarily comprised of developer jobs.

7. Gun.io

Gun.io is a platform which helps employers hire elite freelance software developers. All the developers on Gun.io are already tested and vetted. Gun.io has the most comprehensive vetting process in the entire freelance industry. While other sites just do automated code testing, Gun.io freelancers through four separate assessments. They test each freelancer’s technical acumen through an automated coding exam, a live coding exercise, and a technical interview with a member of our engineering team.

 

Choose Your Perfect Recruitment Software in 4 Easy Steps

Find a recruitment software that perfectly fits your hiring needs and your budget!

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Looking for a (better) recruitment software?

Whether you are looking to buy your first recruitment tool, or you are an experienced recruitment software user looking for a better tool with more features, you’ve come to the right place.

This guide will help you choose the best recruitment software that perfectly fits your need and budget!

➡️ Download the Checklist of Features Every Modern Recruiting Software Should Have!

4 step method for choosing a perfect recruitment software

There are 4 key steps in choosing your perfect recruitment software:

Step 1: Define your key recruitment challenges

The first step in choosing your perfect recruitment software is identifying your recruiting goals and challenges. Here are a few most common recruiting challenges:

  • Spending too much time managing applications
  • Not enough high-quality candidates
  • Not enough time to send personalized answers to all candidates
  • No hiring analytics and metrics tracking

Step 2: Identify the features you need

The second step in choosing your perfect recruitment software is identifying features offered by recruitment software which can help you resolve your biggest recruiting challenges. In order to help you with that, we created a Checklist of Features Every Modern Recruiting Software Should Have!

Step 3: Find recruitment software which offers features you need

Third, and final step in choosing your perfect recruitment software is finding a recruitment software which offers the right combination of all the features you need. If you find a few vendors who fit your needs, you need to compare and evaluate them in order to make the right pick.

Step #4: Compare and evaluate top 3 recruitment software

The best way to compare and evaluate your top three recruitment software vendors and their products is by gaining some first-hand experience in using them. Take advantage of a free trial! Try out your top 3 recruitment tools which offer all the features you need for a week or two in order to make an informed decision. That way, you’ll be able to compare and evaluate competing recruitment software from the first-hand experience.

Do You Conduct Phone Screening Interviews? Here is Why You Should!

Implementing this simple screening routine can have a hugely beneficial impact on your recruiting process – and results!

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A simple, yet often overlooked recruiting practice

Do you regularly conduct phone screening interviews?
If not, you are missing on an opportunity to significantly improve your recruitment process – and results.

Implementing a simple practice such as phone screening interviews as a regular phase of your recruitment process will help you find better candidates faster and easier.

➡️ If you’re struggling to find suitable candidates, check out our free eBook: The Ultimate Guide for Finding Qualified Candidates in 2019!

The benefits of phone screening interviews

Here are the top 6 benefits of phone interview screening:

1. Shorter time to hire

By conducting phone interviews in the early phase of the interviewing process, employers can save time and money that would otherwise be wasted on meeting unsuitable candidates face to face.

2. Lower cost per hire

By narrowing your applicant pool early on in the selection process, employers can significantly cut down on the recruiting costs.  

3. Improved the quality of hire

Phone interviews are primarily used as a screening method which helps an employer eliminate unsuitable for a position.

4. Tests candidates’ phone communication skills

Phone interviews are an especially important part of the hiring process for positions which require great telephone communication skills.

5. Reduced bias

A properly conducted phone screening interview minimizes the impact of first impressions, thus improving the objectivity of the selection process and reducing bias in recruitment.

6. Improved candidate experience

Even candidates who don’t you don’t end up calling for a face-to-face interview will feel that you’ve given them a chance, time and attention. Conducting phone screening interviews is a simple, yet very effective way to improve the candidate experience.

How to conduct a phone interview?

Here are 5 easy tips to ensure a proper phone screening interview:

1.  Format

Phone screening interviews should be formatted as structured job interviews. This means that you should ask every candidate the same interview questions in the same order.

2. Questions

Keep the question short and simple. Make a list of your top 10 phone interview questions to ask candidates in a phone interview.

3. Scorecards

Develop the rating system for your interview questions and create appropriate interview scorecards.

4. Interviews

Schedule an interview by sending customized phone interview invitation email template and conduct interviews with your candidates.

5. Make notes

Taking notes of your candidate’s answers during an interview is mandatory for objective assessment.

6. Compare the candidates

Rate every candidate based on his/her answers and then compare candidates against each other.

 

Pros and Cons of Group Interviews

When should you use a group interview? Discover the advantages and disadvantages of conducting group interviews!

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Group interviews: A totally different interviewing experience

A group interview is a job interview with multiple candidates being interviewed in the same time.

Conducting a group interview is quite different than conducting a regular one-on-one job interview or a panel interview, which has multiple interviewers but just one candidate.

Conducting a group interview requires profound interviewing skills because interviewers have to manage a group and observe multiple candidates at once.

Although group interviews are more demanding for interviewers and candidates, they have several important advantages.

In this article, we will examine them so you can evaluate how they fit with your hiring needs and decide if they worth your time and effort.

6 key advantages of a group interview

Group interviews have many advantages compared to classical, one-on-one job interviews.

Here are some of the most important advantages of group interviews:

  1. Reduce time to hire

In group interviews, interviewers can evaluate multiple candidates in the same time slot, thus saving the time needed that would otherwise be spent on scheduling and conducting many one-on-one interviews.

  1. Reduce cost per hire

Group interviews are much more affordable than one-on-one interviews. Interviewing more candidates at shorter time result with a significant reduction of costs associated with interviewing process, including revenue costs and HR professionals’ fees.

  1. Offer a unique opportunity for observing candidates in the group setting

Group interviews offer a unique chance for employers to see how candidates function in a group. By observing how a candidate behaves in a group and work with others, employers can easily find candidates with impressive teamwork and even leadership skills.

  1. Reduce interviewing biases

Group interviews are often conducted by more than one interviewer. Reduced bias and inaccuracy are just one of the many benefits of collaborative recruiting. Multiple observers of the same candidate behavior are proven to provide a more accurate evaluation of candidates.

  1. Are a great way to see candidates’ skills in action

Group interviews allow interviewers to directly observe candidates’ soft skills in action, instead of only relying on what candidates say about themselves. Group interviews offer a unique opportunity for interviewers to test candidates’ teamwork, communication and stress management skills.

5 key disadvantages of a group interview

As all other interviewing techniques, group interviews have certain disadvantages as well. Here are the key disadvantages of group interview you should consider.

Group interviews:

  1. Require special highly skilled interviewers

  2. Are not suitable for every personality type

  3. Are only useful for certain positions

  4. Offer no anonymity

  5. Are impersonal

Are group interviews the right choice for your hiring needs?

Conducting group interviews is a good fit for hiring needs of employers who:

  1. Want to fill a position quickly

  2. Need to fill multiple similar positions

  3. Need an effective way to screen a large number of similar applicants

  4. Want to find great communicators and potential leaders

  5. Are interviewing recent graduates.

If you decide to take a chance on group interviews, check out The Best Guide for Conducting Group Interviews!

10 Ways to Attract and Hire Diverse Candidates

Here are 10 easy ways to attract and hire diverse candidates and make by making your recruiting process more inclusive!

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Diversity hiring: Employers’ top priority in 2018

Achieving workplace diversity was the top priority for employers in 2018.

The first step in building a diverse workforce is to hire more diversified candidates.

According to LinkedIn’ survey of 9,000 talent leaders and hiring managers across the globe, the number one global recruiting trend was diversity.

Diversity hiring in 2019

Diversity hiring isn’t a passing fad – it’s a smarter way to do business in the global market. A diversified workforce is more than just an item to be checked off form your employer branding list – it a real competitive advantage.

According to research, diverse companies:

10 ways to attract and hire diverse candidates

Here are 10 easy ways to make your recruiting process more inclusive in 2019:

1. Recruit from diverse talent pools

In order to hire diverse candidates, you need to consider widening your talent pool. Have you tried proactively sourcing and adding veterans, autistic people, ex-offenders, LGBTIQ people, people over 40, people with disabilities, etc. to your talent pool?

2. Advertise your jobs through diverse channels

Make an effort to reach diverse candidates by placing your job ads in additional magazines, websites and forums visited by underrepresented groups or dedicated to minorities.  

3. Leverage diverse job boards

Post your job ads on diverse niche job boards. Here are a few examples of diversity specialized job boards you can try out:

4. Offer targeted internships and scholarships

Create and offer internships and scholarships to people from underrepresented groups. Contact minority organization on colleges and ask for their help in promoting your internships and scholarships among their members.

5. Highlight diversity on your career site

Highlight your company’s commitment to diversity on your career site by listing it as one of your company’s top values. Make sure you include photos and quotes of your diverse employees as well!

6. Highlight diversity in your job descriptions

Go beyond regular “equal employer” phrase. Find creative ways to encourage diverse employees to apply for your open job positions. A simple sentence of encouragement could mean a difference to a diverse candidate and make your job description stand out!

6. Ask for diverse referrals

Explicitly ask your existing employees for diverse referrals. Offer innovative employee referral bonuses to your employees who recommended candidates from underrepresented groups in your company

7. Introduce a diverse interview panel

One of the benefits of collaborative hiring is avoiding unconsciousness biases. Thus, make sure that your interviewing panel includes a diverse selection of your employees.

8. Teach your recruiters how to avoid biases

Train your recruiters to be more sensitive on diversity issues. Organize diversity training where your recruiters will learn how to avoid bias in recruitment.

9. Create diversity recruitment videos

Create a recruitment video dedicated to the topic of workplace diversity. Interview your CEO and employees and ask them to share what a workplace diversity means to them.

10. Showcase your company’s diversity practices on your career blog

Writing about diversity is a great blogging idea for your company’s career blog. Let the world know about all your diversity initiatives and efforts!