Sorting through applicant resumes is no easy task. It takes a lot of time, energy, and patience. Approximately 80% of resumes contain misleading information. If you want to screen out unqualified applicants take advantage of an online pre-qualifying questionnaire. These online hiring assessments are convenient and easy-to-use. These customized, scorable questionnaires allow you to rank order applicants in a variety of job-related dimensions. Find out how qualified a candidate is before you begin the interview process. You can use these pre-qualifying questions to assess whether the applicant is a good fit for the position. There are several types of pre-qualifying questions including: behavioral questions, ratings of skills, and open-ended questions. Here are a few examples:
What would you do if you had a conflict with a co-worker?
How would you rate your interpersonal skills? (scale of 1-10)
What job would you like to be doing in five years?
Rate your skills level on MS Excel? (scale of 1-10)
How would you describe your work style? (Independent or Collaborative)
What makes a job fun for you?
What current and past work experiences make you a great fit for this role?
What type of work environment do you prefer?
Online Pre-qualifying questionnaires will save you time and money, by decreasing your interviewing time. You can narrow down the number of qualified candidates before you begin your first round of interviews. These questions can help identify the applicants’ talent gaps or missing minimum requirements. For example, a candidate indicates they are not able work a night shift, even though that is what the open job requires. Strengths, weaknesses, and minimum qualifiers are just some of the things you can identify using a pre-qualifying questionnaire.
An online screening assessment needs to be accurate, reliable and it can be completed in 20 minutes or less. Typically, it would be given to all qualified candidates. The best online screening assessments also include a brief Cognitive Ability scale as well as several personality or behavioral indicators. A good example is the First View Assessment because it was designed to measure several key competencies that predict job performance: Rules, Extroversion, Assertiveness, Teaming, Sensitivity, Organization and Cognitive Ability. A brief, accurate and reliable online hiring assessment will help employers reduce staffing costs and burdens, minimize time to fill open positions and lower operation costs by reducing turnover.
An online selection assessment is more in-depth, and it can be completed in 60 minutes or less, providing higher levels of validity and reliability than a screening assessment. Typically, it would be given to the final 5 or 10 candidates for the position. The best online selection assessments will give you a wide range of measures that will help you answer the following questions:
How well does the candidate match the job? Overall Job Match
How well does the candidate match high performers versus low performers in the position? High Performer Model Match
Does the candidate have any qualities that match people who quit or are terminated in the position? Turnover Model Match
Can the person do the Job? Cognitive Ability Level Job Match
How well will they do the Job? Overall Personality Match
Can you identify any potential failure factors? Challenge Areas
These longer, more accurate, more reliable online hiring assessments are needed to help guide selection decisions for critical positions like sales and manager roles.