Skill based assessments

With hiring moving remote, recruiters are increasingly assessing candidates online. Many online assessment tools have emerged recently, but there isn't yet a clear winner. In this guide, we list different factors you should consider before you finalize a tool. Ideally, you would want a tool that: (i) works out-of-the-box; (ii) tests across multiple roles; (iii) and doesn't disrupt your existing processes too much.

Factors to Consider

1. Different Role Types

Types of assessments

As a recruiter, you are likely hiring for multiple roles: developers, sales, support, etc. Many assessment platforms are fairly niche, which means you will have to end up using multiple platforms for different hires. Further, if you want to, say, conduct a communication skills test for your developer, they will have to take one test on a coding platform, and another on a communication testing platform.

We highly suggest that you use platforms that allow you to conduct multiple types of assessments. Not just will it make it easier for you to look at a single dashboard for different roles, you could even mix-and-match assessments for the same role.

2. Ready-to-use Content

You have to experience it to believe it!

Recruiters typically open a tool like Google Forms or Typeform, check online for questions and then copy-paste them. Or they rope in their colleagues and ask them to create questions. Neither system is tenable. Recruiters are not equipped to ask technical questions; and other employees don't consider creating questions as part of their job!

Assessment platforms with content are awesome because the questions are typically created by professionals. It is not just the quality of questions that is an advantage. The platforms usually have a vast library of questions across skills. So, you don't have to worry about your questions getting leaked. Further, most platforms allow you to specify the question difficulty level too.

3. Excellent Candidate Experience

Candidates attempting Equip assessments
It's all about an excellent user experience!

A smooth-sailing recruitment process for candidates has its advantages. The assessment is likely the candidate's first interaction with your company. The platform you use should create a positive impression in the candidate's mind.

Sharing the assessment link with the candidates should be easy. Once they click on the link, they should immediately get into the assessment. The longer candidates are made to wait or the more restrictive the platform is in terms of devices, the higher the drop-off will be. Automated platforms that allow candidates to attempt tests without human supervision are great because they let candidates take the assessment at their own convenience.

No one likes to be tested. Test candidates for their skills, not their patience! Choose a platform that makes the testing a pleasant experience.

4. Product (not Service) & Customer Centricity

Customer Support
We hope you don't end up with Roy 🤭

Though you will initially be tempted to choose a platform with a lot of human servicing, opt for products that are automated. When your usage scales, you don't want your Account Manager to be the bottleneck. Most SaaS platforms offer generous free trials, where you can explore if the product is a good fit.

The platform you choose will be used extensively by the recruiting team and candidates. So, make the choice about the platform after careful consideration. Read online reviews and testimonials from the existing customers through credible sources such as G2 and Capterra. Reach out to the support team and see how responsive they are. You could even ask a question whose answer you already know, just to test their responsiveness!

5. Fair and Transparent Pricing

...said no finance team ever!

It used to be that you had to get on multiple calls with SDRs and haggle with them to finalize the pricing of a service. SaaS tools have made this process redundant. One rule of thumb is to not trust a modern platform that isn't transparent about its Pricing.

Many platforms allow you to start small and easily increase coverage with time. These "Pay-as-you-go" models are a no-brainer because upfront costs are marginal. You should also work with platforms whose pricing model makes sense to you. For example, if you do mostly hire during 3 months of a year, but the platform forces you to pay for an annual subscription, consider alternatives!

6. Customization & Integration

Doesn't customization make you feel on top of the world?

Your engagement with the platform will be minimal in the beginning. But, it is likely that you, and your engagement, will grow with time. You need to ask if the platform is modular and flexible enough to support you, as you scale.

Does it provide APIs that can plug into your existing workflows? Does it integrate with your ATS or HRMS? Is it a growing platform that is adding content and features? Don't be stuck with a legacy platform.

Have you arrived at a decision yet?

Try Equip for free.