Successful hiring is one of the main challenges faced by the People and Management teams. That’s why recruitment tests for personnel selection are so important.
They help to map the profile of candidates and identify their hard and soft skills , thinking about the job description. In addition, using predictive solutions, these assessments help recruit and select the right people for the right jobs.
In this article you will better understand what they are and how to use tests for recruitment and selection , in addition to knowing their main advantages. Continue reading and find out more!
What are Recruitment Tests for Personnel Selection?
In summary, recruitment tests for personnel selection are a broad and diverse resource. Through different tools and methodologies, they allow us to know and evaluate people’s potential, understanding their performance capacity.
In this context, it is interesting to assess both technical and behavioral skills of professionals. After all, identifying an individual’s behavioral profile can be decisive for high-performance hires.
To this end, there are personality tests that allow assessing the way people learn, their logical reasoning and suitability for different functions. More than that, they allow predicting patterns, behaviors and performance.
In addition, specific tests are also used in companies to assess technical skills and knowledge. These tools are used by HR to make hiring with more chances of success, generating positive results.
Which assessments to use in selection processes?
The choice of which tests to use depends on the objectives and needs of the company, and must consider the profile of open positions.
For management positions, for example, it is important to have an alignment of technical and behavioral skills. Therefore, it is interesting to carry out assessments that demonstrate capabilities such as strategic thinking, leadership and systemic vision.
For technical positions, the ideal is to apply practical knowledge tests to assess specific skills. Thus, the company is able to verify if the person is suitable for the role, in addition to validating the data presented in the curriculum.
What is the importance and advantages of testing for recruitment and selection?
Having a high performance team (technical and behavioral) is part of the goal of any organization. After all, a team formed by professionals with different skills, but aligned with the purpose of the company is essential to achieve success.
By applying recruitment and selection tests, HR increases the chances of finding the ideal talent. This is because tests give more consistency to the selection process, in addition to inspiring credibility for candidates.
But there are many other advantages to investing in people recruitment and selection tests. Check it out!
Reduction in turnover
By investing in tests in the selection processes, it is possible to carry out more accurate hires and adhere to the company’s profile. As a result, employees tend to stay on the team longer, increasing talent retention .
As a consequence, there will be a lower volume of dismissals, and therefore a reduction in turnover rates .
Data-driven decision making
Testing through the use of technology in HR provides important data for decision making.
In selection processes, People Analytics solutions even allow the creation of behavioral forecast models. In this way, it is possible to hire less biased, more accurate and with greater cultural fit.
Increased team productivity
Recruitment tests for personnel selection favor, in the medium and long term, productivity at work. This is because, with them, HR is able to identify more qualified professionals who adhere to the positions.
Thus, it builds teams that are more aligned with each other, able to execute their demands and engaged with the company.
What are the main recruitment tests for personnel selection? Check out 7 main ones!
There are a variety of recruitment tests for personnel selection that can be used by HR in its processes. Here, we are going to introduce the top 7!
1. Behavioral profile
Gone are the days when technical skills took precedence over behavioral ones. Today, the behavioral profile is as important as, or even more than, the technical skills, depending on the position and functions performed.
Therefore, more and more personality tests are used in the recruitment and selection of people. Through them, it is possible to identify several characteristics of a person, such as tendencies and behavior patterns, learning style and type of leadership.
For this, some test models based on different methodologies are used. Currently, the method with the greatest scientific validation is the Big Five , but there are also other options:
- DISC Test;
- IAC test;
- Animal testing;
- STAR profile test, among others.
2. Technical knowledge
In some positions, technical knowledge is the most important part, especially if it is for a senior or specialist level. This is because some functions require more advanced knowledge.
For example: a professional who works with web development must know and know how to apply the necessary codes on a website.
Or a paid media specialist, for example, who must know how to configure campaigns and have a technical understanding of the platforms.
This also works in jobs where it is necessary to be proficient in a language, operate a machine or manage software information. That’s why technical tests are so important!
3. Specific knowledge
In addition to technical tests for certain skills or for the use of tools, there are assessments aimed at mapping specific knowledge.
These tests contemplate mastery in several areas, such as financial mathematics or a programming language.
4. Logical reasoning test
Logical reasoning tests aim to understand how a person thinks and solves problems. Including, being one of the assessments present in predictive analysis, along with personality and patterns.
In them, through logic questionnaires, interpretation of texts and solving challenges, the company evaluates the response time and line of reasoning used.
This helps to understand how the professional will perform in positions that demand greater attention and resolution.
5. Cultural fit test
Among the most strategic recruitment tests for personnel selection is the cultural fit analysis. This is because, taking into account the personality and expectations of the professional, it helps to understand their compatibility with the company.
Thus, in the cultural fit test , the candidate’s profile is intertwined with aspects of the organizational culture. This contributes to the hiring of people aligned with the company’s purposes and values.
6. Paleographic test
The paleographic test, on the other hand, focuses on measuring the initiative, productivity and work pace of an employee.
To understand it, you need to have technical knowledge and know how to interpret the answers. Therefore, it should be applied by recruiters who are also psychologists.
In it, each individual receives a blank sheet of paper, which they must fill in with parallel lines. Each type of trait reveals an aspect of the personality, being observed if they are long, narrow, spaced or close, for example.
7. Typological Assessment Questionnaire (QUATI)
QUATI can also be used as a test for staff recruitment and selection. Through it, it is possible to measure several aspects in a broader and more generic way. Among them:
- introversion/extroversion;
- intuition/sensation;
- sentimentality/rationality;
- empathy/self-centeredness.
The answers offer insights into how each professional tends to behave on a day-to-day basis. This parameter contributes to the evaluation of the performance potential, according to the position and the function performed.
