Enterprise pre-employment testing software is one of the most important and huge investment for any organization.
Apart from enterprise pre-employment testing software being a huge commitment considering both time and money, there are other reasons as well which makes selecting the right tool to invest in is of extreme importance. For big enterprise organizations that rely on bulk hiring or matching the applicants to specific pre-existing roles, scouring through a huge pile of CVs is just not practical in today’s working environment anymore.
It is getting more and more difficult for the recruiters to find the right person for the job, in the meanwhile candidate pools, are getting more vast as well as competitive.
This is exactly the reason why investing in a proven enterprise pre-employment testing software to enhance your enterprise recruitment process can be nothing short of a game-changer. Not only can it help you in saving a whole bunch of time and money by drastically cutting down your time-to-hire and cost-to-hire, but it can also match you with better prospects who are likely to be an exact fit for the role you’re looking to fill.
So, what are the crucial and essential things that you should pay attention to while choosing an enterprise pre-employment testing software?
Online Assessment
The recruitment industry has had the buzz about online assessments for a long time now, however, before we dive into the details explaining the hype around these tools let us first understand what is an online assessment test.
Online assessment tests are conducted via computers under a remotely proctored environment and have the advantage of being authenticated by Subject matter experts (SMEs). Online assessments bring in the efficiency of the whole procedure along with immediate feedback. Online examinations are slowly replacing the traditional examination approach. A major highlight of using an online examination system is that it gives a high level of transparency as opposed to the traditional method. Most online exams generate their results instantly and it is often possible for the exam taker to get information on his results immediately.
Applicant Tracking System
ATS or an Applicant Tracking System is one of the most unparalleled inventions that has happened in the recruitment industry recently. ATS in simpler words is software that screens and parses dozens and even hundreds of resumes and applications. And it will definitely take your recruiting manager or hiring team hours and hours to manually screen through the resumes. An ATS uses various algorithms to generate the results in an automated way and helps in narrowing down the best fit for the job opening.
ATS or Applicant Tracking System basically helps in filtering and giving a structure to the recruitment process, this way it is easier for the recruiting manager to filter out the more suitable candidate from the ones who don’t. That means, invariably an ATS is triggered to screen an application based on how it is written and not on what the information is conveying. ATS is becoming one of the primary ways of how companies these days are recruiting their new employees as well as keeping the required onboarding information of all their current and former employees.
Talent Analytics
People analytics connects information to compelling and dynamic decision making. It draws bits of knowledge from human conduct to help individuals and organizations perform better. It utilizes formal logical strategies to support empathy.
Sophisticated associations have been utilizing this moderately new field to drive amazing advancements. Presently those advantages are sufficiently clear to motivate even small organizations to jump on board, and 73% of ability experts state individuals examination will be a significant need for their organization throughout the following five years. On the off chance that you are an ability proficient, you’re presumably effectively mindful that an individual’s investigation is on the ascent and you’ve found a way to accumulate applicable information. In the previous five years, LinkedIn has seen a 242% expansion in HR experts with information investigation aptitudes.
In any case, numerous organizations are just at the beginning periods of creating individual examination capacities. There’s a precarious expectation to learn and adapt from introductory endeavors to gather information in a composed manner to profiting by bits of knowledge for the upper hand.
Focus on Employer Branding
Job seekers today are more sophisticated. They want to know as much as possible about the job, company, culture, and corporate values. And they won’t bother to apply to a company if they can’t find enough information about the company online.
With the evolution of social media and employer-brand-focused sites like Glassdoor, it’s critical for companies to focus on establishing and developing their brand. They need to look for ways to showcase why candidates should apply to work there. Recruiters must be prepared to have robust and honest conversations about every aspect of the job.
Hence employees are a company’s best brand ambassadors and their stories speak volumes more than a company’s mission statement. In this scenario, online recruitment solutions like evalground.com, assist companies to promote their brand by leveraging their online presence through the creation of a Company’s Brand Page along with the details of the open job positions, detailed presentations, and videos. These pages are promoted over varied social media channels.
This content was brought to you by Evalground Online Testing Platform. Evalground is an online assessment and test evaluation system focused on helping Recruiters in initial screening of potential candidates from an ocean of job seekers in an automated way.Evalground supports Online Aptitude Tests, Spoken English Communication Skills Assessments, Coding Contests in JAVA, C, C++, Ruby, Python, JavaScript and PHP. Evalground also supports Automated asynchronous interviews. Evalground Screening Tests can be used by Recruiters during campus hiring or to screen walkin candidates.