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5 Pre-Hire Assessment Best Practices

Finding a pre-hire assessment backed by sound research and science is a daunting
task. Even then, a quality solution is only effective when utilized properly. Here
are some best practices for using pre-hire assessments the right way. So you get
the most out of your applicant pool, improve the candidate experience, and
maximize the return on your spend.

1. Use Your Pre-Hire Assessment at the Top of the Funnel

Give valuable time back to recruiters by letting your pre-hire assessment do the
heavy lifting. One of the top benefits of a smart pre-hire assessment is the ability
to quickly identify high-potential candidates without sacrificing candidate quality.
Depending on the vendor you are working with, you can also score candidates
across multiple roles to see which aligns best with their particular strengths

before moving them forward. And by placing your pre-hire assessment at the
beginning of your application funnel—assuming that there are no biases baked
into the algorithm
—you remove bias from your screening process to build a
diverse team.

2. Don’t Set It and Forget It

Out of the box pre-hire assessments are one-size-kind-of-sort-of-fits most.
Dedicate time to working collaboratively with your solution provider to ensure
that candidates are being scored on what really determines success for your open
roles. Keep in mind that adjustments will have to be made as your workforce
grows and priorities shift within your company. As a general rule of thumb, you
should be worried when your workforce isn’t changing and no adjustments are
required.

3. Establish an SME Team

You will likely have a dedicated support person, but you should also train a group
of internal experts to be familiar with all of the solution’s nuances and quickly
bring others up to speed. The experts on your internal SME team play an
invaluable role in ensuring that the pre-hire assessment is aligned with your
strategic objectives. Change is inevitable, and this team can be the difference
between a smooth or bumpy transition.

4. Take Full Advantage of Your Pre-Hire Assessment’s Results

Utilize all of the information that’s available to you beyond the candidate
selection process. The same insights gleaned from candidate assessment results
can be used to determine what management style is most effective and what
developmental areas should be prioritized to enable your new hires to find
success in their roles. Work with your vendor and SME team to determine what
information could be valuable to managers or human resources to improve
employee engagement and retention efforts.

5. Improve the Candidate Experience

Applying to jobs and completing pre-hire assessments can be painful. Some pre-
hire assessments take nearly an hour to complete (shameless plug: Cangrade’s
only takes 14 minutes), aren’t mobile-friendly (unlike ours), and leave the
candidate with nothing to show for their time and effort (check out our newly
launched Candidate Reports!). Prioritizing the candidate experience and making
your application process as frictionless as possible is a great opportunity to
separate yourself from others in the hiring space. Be transparent about the
application process and next steps so candidates know what to expect.

The right pre-hire assessment can have a tremendous impact on your company,
from improving retention to boosting overall employee performance. However,
like all tools, they are only effective when used properly. Keep these best
practices for pre-hire assessments in mind throughout your journey, but
remember to leverage your solution’s customer success team members. Ask
questions, learn as much as you can about the tools you are using, and work
collaboratively to reach the results you’re aiming for.

See how Cangrade can help you find the right people for your organization bias-
free. Start here.