Back in the day, the general recruitment process consisted of prospective employers asking for a resume, references, and possibly a portfolio when reviewing your application. The entire recruitment process was centred around firstly, how candidates look on paper, and secondly, how they can fit into the workplace of that specific job. These days, however, psychometric tests are the new CV. Undertaking these assessments can provide individuals with insight into areas that they must focus on more, as well as strengthening the skills that they are already have a proficiency for.
It is easy enough to assume that you have a strong sense of your skills and natural abilities, but it is another thing entirely to be able to execute them well enough to turn them into the foundations for a career. A university qualification does show potential employers that you are able to commit to the job and learn a course or skill, but the qualification is not a solid indication of how successful you will be in any given role at any given company. For this reason, employers have begun using other methods – like these talent and skills tests – to determine how prospective employers can learn about you and understand what you can bring to the table, as well as what they can offer you.
Skills tests have come a long way from their inception, with even titans of industry using them as part of their ongoing recruitment processes. This is especially true for graduates. When there are so many prospective candidates coming out of the same universities and colleges with the same credentials, it can be difficult to figure out which of them fit in with a company the best. Aptitude tests help companies to sift through the countless applications and find out which of the candidates suits the company culture and values the best, and who will contribute the most to the company overall.
These tests are used as a critical part of the standard modern recruitment process to determine an applicant’s ability to problem solve, reason, write coherently, and get along well and coexist with other individuals. While each of these traits is valuable in different ways, they each work in alignment with the traditional interview styles to forge a structured recruitment process that actively sorts through applicants in the most efficient way possible, allowing for the best outcome possible for both the companies hiring and those that are welcomed into said companies.
Established and trailed efficiency testing can be a valuable tool for anyone in the career field. Whether you are a recent graduate or a personal experienced in their field, these kinds of aptitude tests not only help individuals get jobs, but help them to excel and improve at them once they have them. Proficiency testing is relatively new, but it is quickly gaining traction as an invaluable recruitment tool for employers and an important talent and skill tester for candidates to have going into the recruitment process for any given position. Aptitude testing is the future of recruitment, and that future has been innovative even in its initial stages.