Once you have decided on making pre hire assessment a part of your hiring process, the next step is to select an assessment provider who can deliver on your requirements. Some of the things that you need to check on are:
Test validity: Once an organization has decided on the specific skills and competencies it wants to test the candidates for, it needs to check how closely the tests are able to measure those attributes in candidates. The appropriateness of a test can be measured on three different aspects – content validity, validity transportation and criteria related validity.
Content validity refers to how well a test measures the skills and competencies required by the job. Validity transportability refers to the evidence of success of a test when it is conducted for different jobs across different companies. Criteria related validity refers to what extent the tests improve business metrics, like employee retention, employee productivity, etc.
Comprehensibility: Before you decide on a service provider, it is important to evaluate how easy the results of the tests are for the hiring managers to understand and interpret. Is the assessment easy to administer or is it too cumbersome for the candidates as well as the administrator?
Support Service: Does the service provider provide round-the-clock support for its software application? Will they be providing training to your staff on the proper use of procedures and test results? These are important questions that need to be answered before you zero in on a service provider.
Value added services: Evaluate your prospective service provider on the value added services they are willing to provide. Will they help you with the job analysis? Will they consult on the right fit assessment program for your organization? What is the degree of customization they are willing to accommodate?
Technology platform: Each service provider runs his application on his own technology platform. Will this platform be compatible with the technology platform your organization is using? How easy or difficult will it be to integrate it to the existing systems architecture in your organization?
Cost: Last, but not the least, is how much is it going to cost? There are different pricing models on offer. In the annual contract model, you pay an annual fee in return for use of the assessment. In other cases, you pay on a per-use basis. It makes economic sense for the small companies to go for the pay-per-use “on demand” model while bigger companies opt for annual contracts to leverage their higher hiring volumes.
(Chillibreeze offers communication skills training and testing to companies all over India. Read more about our corporate workshops and testing services. For more details email us at testing at chillibreeze dot com)
Related posts:
- Hiring in India: Challenges of Pre-Hire Assessment and Testing
- Hiring in India – Key Drivers of Pre Hire Assessment
- Future of Pre Hire Assessment in India
- Pre-Hire Assessment and Testing in India
- Hiring in India: Success Mantras for Pre-Hire Assessment
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