Capability is what differentiates between mediocre and excellent individual. Being in the team of recruiters, it gets your responsibility to find out the best candidates in your organization. You have to assess the talent, capabilities and dedication of candidates before you make an employee in your organization. You cannot take a chance with the recruitment of candidates because the recruitments you make have a great impact on the growth of the organization.Moreover, you are accountable for every recruitment you make.
Since the recruitment of right talent is your responsibility, you should have tools in your toolbox to carry out an impartial, effective and productive decision. What you can do is you can have an aptitude test. These tests are absolutely effective, efficient and most importantly result oriented. Once you have these tests employed in your recruitment program, you can assess the capabilities and calibre of the candidates and make a decision accordingly.
The nature or concept behind most aptitude exams is that a person or candidate is going to do well in a job role that makes use of the previous education, natural talents and the interests of a person. The actual definition of attitude is “ability to do something correct”. These types of tests usually made up of a large range of questions that inform the employers about the present skills as well as present day knowledge base of candidates. For example, in case a person has so much of job experience but recently earned a degree, the responses may reflect a career interest in the profession of study. The point is that the test shows the current significance and calibre of the candidate.
What do these tests target at?
These tests measure the traits and capabilities that are crucial to almost all the mid- and even higher-degrees jobs. A couple of the capabilities are like:
- Crucial thinking when the need arises.
- To pay proper attention to details.
- To solve a problem properly and attentively.
- The calibre to learn, absorb and do apply fresh and latest information
It won’t be wrong to say that aptitude exam help the employers with a swift and careful way of evaluating the capabilities required succeeding in nearly every profession. The applicants who score well in these aptitude exams are much probable to successfully complete training, better equipped to adjust, change and even learn fresh sets of attributes and skills in unpredictable work settings. These candidates also incline to be better decision-makers. It has been seen that the aptitude exam often help the recruiters make the best choices and decisions. These tests work like their right hand. Afterall, aptitude is demanded from everybody and if it’s not there at the first place; qualifications and attractive resumes stand nil.
Understand the candidates
Understanding of things makes you more capable of taking a sound decision. No matter how effective, professional and efficient you are; if you cannot take a decision properly; it would not play in your favour. Being a recruiter, you have to be sound in your thinking and effective in your actions. You have to understand the candidates well before you recruit them. Once you have a proper understanding of the candidates on the basis of their skills, knowledge, thought process and overall aptitude; you can decide in a much more productive manner. Your understanding will make a great impact on your decisions. If you are ignorant about the hidden calibres or shallowness of the candidate and recruit him on the basis of his or her resume or communication skills; you might end up with a feeling of remorse. After all, it is not the resume or qualification that would work for your organization; it is the individual who would work. If he is not capable in the present moment, all his prior qualifications sound meaningless. So, it is better to understand the candidates before you take an important decision about them.
The Dark side
While you concentrate on the positive side of the candidates, have you ever thought about the dark side? Certainly, when you give a lot of importance to the core area skills, intelligence and qualification of the person; then why not pay some attention to the drawbacks too? Whatif person is completely equipped in the terms of qualification and experience but by nature, personality and attitude he or she has some really dreadful traits? What if they are in a habit of making arguments on petty issues? it would be unfair if you pick a candidate on the basis of his skills but later on realise he has a tendency to boss around? Come on, these are the things that do get reflected through different types of aptitude exams. The way a candidate responds in the test to different situational questions or how a person chooses different options in an organization make a great difference.When you see the results of the test, you get an understanding about the individuals.
These aptitude exams are always pre-designed. Nobody can say that a test is not sound or effective. Of course, at the time of choosing a test for your recruitment; you can make a choice among different aptitude exams. You can pick one that sounds utmost important to you. These tests are pre-designed by the professionals who have a good understanding of the scenarios. They design a test in a way that people get evaluated without any impartiality. For example, a candidate cannot say that he does not belong to a specific background and hence the test is not apt for him. Come on, aptitude tests are made up of general, basic yet important questions and situations. These are made to understand the candidates well before they get recruited. Since the tests are pre-designed, there remains no room for influence or partiality. You can use and re-use the tests in your subsequent recruitment programs too.
So, having all this in mind, you should think of having a test in your recruitment program. These tests can brighten up your recruitment results.