Screen large applicant pools and hire top talent with confidence. Predict how your new hire will fit into the role and select the ideal candidate every time.
Pre-employment test help organisations screen large applicant pools. They assess the behavioural characteristics, skills and cognitive abilities. Pre-employment tests are increasingly popular among recruiters and HR specialists in New Zealand due to their ability to easily spot top talent and individuals who will fit into the team culture.
Pre-employment tests help recruiters uncover the behavioural preferences of candidates, which can be hard to pick up on in only one or two interviews. Using pre-employment assessments, recruiters can understand the preferred learning style of candidates, recognise potential causes of stress and understand their natural behavioural fit to the job skills - all before they hire them!
Recruiters usually use two types of pre-employment assessments, cognitive or aptitude tests and psychometric assessments. A combination of these tools helps recruiters and HR managers to narrow down the final candidates and predict their success in the role.
Predict how your new hire will fit into the role and select the ideal candidate every time with pre-employment assessments.
Cognitive or aptitude tests help to reduce recruitment costs and place candidates in the right roles using non-bias assessment technology. Cognitive assessments are valuable predictors of job performance and help confirm the selection of individuals with the highest chance of success.
Aptitude tests measure a candidate's ability to think critically, reason, solve problems and apply new information. Ultimately, aptitude tests assess a candidate's general intelligence or brainpower. Cognitive ability tests are some of the strongest predictors of success in any position, and we highly recommend their use during the selection phase.
Gut feeling alone is not enough to ensure you employ the most suitable candidate for the role you need to fill. Psychometric assessments provide you with a clear understanding of an individual's natural behavioural style and the types of tasks and activities they will feel comfortable undertaking.
Understanding a candidate's natural behavioural style in such areas as decision making, communication style, teamwork, sources of motivation and professional satisfaction are essential to ensure the candidate becomes a valuable long-term member of the team. This information is hugely valuable when evaluating a candidate's fit to a role.
The recruitment of successful and productive employees is essential for New Zealand businesses to retain top talent. Employment testing can provide much more information about a candidate than recruiters can gather from a CV or interview. Cognitive ability assessments are one of the most effective tools for predicting job performance and commonly used by HR professionals for selection purposes. Cognitive ability is predictive of job performance in most industries. The analytical validity of cognitive assessments means they can predict learning and problem solving, two skills valuable to any role. These skills are highly crucial to more complex occupations such as engineering, accounting, IT and data analysis.
High scoring candidates are likely to complete training, learn and digest new information on the job and adapt more quickly to swiftly changing workplace environments. Research demonstrates that cognitive aptitude tests are far more predictive than some of the most common hiring criteria. Cognitive tests are twice as predictive as job interviews, three times as predictive as work experience and four times as predictive as education level. Cognitive ability tests have the edge over other popular measures of assessments and job interviews.
Psychometric assessments help answer some of the essential questions during the selection stage. Employment assessments not only helps recruiters select the best candidate for the role, but they also help them prep their client on the behavioural style of their recruit. Knowing the behavioural style of the candidate assists with the onboarding process and gives the client an idea of the candidate's natural behaviour as well as areas that will need additional development and support.
The overarching objective of employers is to make every employee more valuable, more productive, and create an effective and efficient team environment. A happy and focused employee who enjoys working in their environment not only increases productivity but demonstrates to all who deal with them that their organisation is one that cares. Choosing employees or promoting employees into positions that suits their behavioural style is vital in achieving success. The outcome will lead to increased sales and customer satisfaction and a harmonious working atmosphere. To achieve this, the following issues need to be addressed, which can be answered by a pre-employment test.
Reasoning Analyses for Recruitment and Onboarding
FinxS® Reasoning Analysis is a cognitive ability test designed to measure an individual's reasoning skills. Reasoning tests evaluate how well a candidate uses a wide range of mental processes, such as reading comprehension, working with numbers, finding solutions to problems, abstract thinking, and ability to learn and apply new information.
When used in conjunction with a psychometric assessment, a reasoning analysis helps assure hiring decisions during the Recruitment Process. The Reasoning Analysis tool consists of nine tests, although we recommend only using 2-3 of the tests most relevant to the role. Select from nine different cognitive ability tests, each measuring a unique skillset. Each test can be administered alone or in combination with any other tests.
Extended DISC® Pre-Employment Assessment
Extended DISC® recruit and select assessments provide recruiters with a clear understanding of an individual's natural behavioural style and the types of tasks and activities they feel comfortable undertaking. Identify, in advance, how the candidate will fit in with the team, where their strengths are and where they may need additional support. This information is hugely valuable when evaluating a candidates job fit for a role.
Extended DISC® a self-assessment that identifies the strengths and development areas of an individual. What makes our psychometric assessment different from other tests is that it measures the candidate's natural style, which lies at a deeper unconscious level and excludes the impact of the environment.