Top Pre-Employment Assessment Tools in 2023

Finding candidates who are capable of growing a company is one of the main difficulties., Pre-employment evaluation technologies have helped to ease the hiring process by automating tedious and time-consuming tasks. To find one top talent who can benefit the company, the hiring manager or recruiters must sift through hundreds or thousands of qualified and unqualified candidates. Even companies invest a lot of time and money to find candidates who can have a positive impact.

The hiring procedure involves background checks, interviews, assessments, and other steps to identify candidates who can’t function with intuition. For the purpose of making an objective judgment, the recruiters rely on data and the applicant pool. As a result, businesses are increasingly relying on employee assessment tools. These best pre-employment assessment tools have several features that are appropriate for organizations.

With the help of pre-employment assessment tools, organizations can analyze the ability of the prospect. It is a technique for analyzing a candidate’s aptitude. Technology now permeates every industry’s process, whether it be in the education field, medicine, or hiring.

Pre-employment screening software is one of technology’s best uses for establishing an efficient and successful hiring process. These technologies are being used by businesses all over the world to weed out possible problematic workers at an early stage in the hiring process.

Pre-employment tests are a component of the hiring process for 80% of Fortune 500 organizations. In this article, we’ll explore the top 12 pre-employment assessment tools that help HR recruitment to identify suitable talent to enhance the growth of the organization.

What is pre-employment testing?

The only source of information recruiters can rely on to determine whether candidates are a suitable fit for the position and the organization is their resume. In reality, 87% of employers think some applicants exaggerate their qualifications on resumes or job applications. Employers today are challenged with coming up with strategies to guarantee the information they get is accurate to prevent the risks connected with these misrepresentations. Recruiters evaluate potential applicants using various candidate assessment tools, including pre-employment tests, to determine which ones are the greatest fit for their organization.

Best pre-employment assessments allow employers to as objectively as possible collect data on candidates that is pertinent, trustworthy, and related to the position. Most pre-employment testing is done online, and many different types of tests are accessible.

What are pre-employment assessment tools?

A recent development in the human resources sector is the pre-employment evaluation test. Before hiring and getting candidates to work, people are more eager to learn about their abilities and responsibilities. Pre-hire assessment tests are the kinds of tests or questionnaires that candidates or applicants must complete as a part of the hiring process. Employers or recruiters use a variety of techniques to set the question to make it practicable. Pre-employment assessment software is a common term for these products.

Reason for employing pre-employment assessment tool for company

Every talent acquisition team must perform pre-employment screening software. For candidates to succeed AND stay, employers need to select those who have the proper abilities and mesh well with the corporate culture. To be able to keep them engaged and put them up for success right away, employers should also be aware of the best management techniques. Naturally, recruiting teams want to complete all of this in the least amount of time and money feasible so recruiters can manage expanding their staff.

Using employee assessment tools is a terrific method to speed up and save time on the team’s candidate’s job evaluation. Still uncertain? There are several other reasons to think about including this tool in the recruitment efforts, in addition to the obvious use cases (such as measuring skills, cultural fit, and tech and cognitive abilities):

Reduce the number of candidates by concentrating on skills

Focus on their skills to get a better idea of who is genuinely qualified for the open position. When employers approach any hiring process with skills in mind, they allow applicants and his/her aptitudes to stand out rather than the candidate’s resume. So focus on bringing in people for interviews who have the abilities required for the position. In the process, recruiters get to save a lot of time and effort.

Predict expected job performance and cultural fit

However, assessments won’t be the only way to tell if someone has the necessary skills. Additionally, employers can evaluate how well a candidate will fit into the culture of the company. This is a huge plus since people who fit in well at a format are more likely to excel in their jobs and stick around for a longer period.

Make final hiring selections confidently

When it comes to hiring, an objective test from pre-employment staffing assessment tools can provide recruiters confidence that they are making the right choice. This is comparable to how SAT scores might inspire confidence in college admissions officers when choosing an application. The signal produced by these instruments is undoubtedly imperfect, much like the SATs, it is only one piece of the picture.

Create diverse and better-performing teams

Recruiters may more objectively evaluate candidates and ultimately create a workforce that is more diverse and successful by using data to concentrate on actual capabilities and fit. Additionally, they’ll be able to utilize candidate and people data to comprehend how a candidate will fit into a particular team and how that team will eventually work together.

Focus on managerial roles

Examine the findings of behavioral screenings to learn more about people’s tendencies and the behaviors they typically exhibit. How do they generally approach their jobs or tasks? What drives them to genuinely perform at their best rather than just how competent they are likely to be in their role? It is better that the recruiting team trains their managers for onboarding and beyond by having this kind of knowledge.

Why do companies prefer pre-employment testing over manual assessments?

The effectiveness of the process of screening candidates early on is improved by pre-employment assessment tests. It provides faster and more accurate hiring while avoiding biases in manual evaluation. The goal is to shortlist candidates more quickly and increase the quality of new employees. Employee turnover is reduced by pre-hire assessment tools, which is more challenging with manual pre-employment evaluations. Additionally, it enhances the candidate experience by giving them access to information about the company that is not accessible with manual hiring.

How to Choose the Right Pre-Employment Tool for The Company?

Understanding the needs is the first step in selecting the appropriate pre-assessment tool. Why do employers require a solution for assessments? What kind of roles are they looking to fill?

The following are the primary things that recruiters should keep in mind when choosing pre-employment assessment tools:

1. Test Relevance:

In an ideal world, the skills assessment test should be able to forecast employee performance. The easiest method to do this is to look at the relationship between applicant evaluation performance and interview performance because it can take a company more than a year to figure this out. To test an assessment tool, recruiters could interview every applicant, regardless of how they did on the test. This is a wonderful technique to assess the tool’s suitability for the purposes and to determine the test cutoff score that the employer ought to use.

2. Candidate test passing percentages:

Due to the candidate-driven nature of the industry, it is a good idea to monitor the testing completion rates to identify when and where applicants dwindle. This will also assist recruiters in comprehending how candidates perceive that specific tool. Employers may refine their recruiting process and track passing percentages to make their pre-employment testing initiatives even more effective over time. It would be worthwhile to switch tools and use a more candidate-friendly technology if a sizable portion of the candidates refuse to finish the test. When candidates show up for in-person interviews, they should additionally inquire about their experience using the tool.

3. Align with the company’s brand:

Depending on where the employer puts the pre-employment assessment tool in the hiring process, it may be one of the first interactions they have with candidates. Make sure it accurately represents the company’s brand. An antiquated testing solution with an out-of-date UI or unwelcoming messaging, for instance, might not give off the first impression they’re going for if they’re a travel tech business employing AI/ML to offer the greatest travel experience. Recruiters may want to use the customizing features offered by several programs on the market to preserve consistency in their branding.

4. Variety of assessment options:

Some pre-employment tests are only appropriate for a specific group of roles or skill sets. Verify that the recruitment assessment tools are considering that they can screen for all the abilities they are hiring for.

5. Integrations:

If the company already uses an ATS (Application Tracking System), employers might want to think about using skills evaluation tools that link with their ATS, or they could inquire if they would be willing to do so.

6. Customization:

Depending on the company’s needs, employers might seek specialized assessments. They should make sure that the tools they are choosing give well-created, customized best-hiring assessments. They may also need to see if the tools enable them to design their tests or questions.

7. Proctoring:

Several anti-cheating abilities, including window proctoring and camera proctoring, are present in advanced tools. When using window proctoring, the software keeps track of candidates’ tabs and window-switching actions so the test providers can see when they changed their attention during the assessment, such as by opening another window to google the question. By taking pictures of the candidate while the test is being proctored, they may monitor the candidate’s test progress. Make sure the tools have all the advanced proctoring features they require.

8. Pricing:

There are several payment choices available for skills evaluation tools, including pay-per-test or pay-per-role, as well as monthly, quarterly, or annual subscriptions. Companies can choose which solutions would be the most cost-effective for their organization based on their employment requirements. Before making any decisions, recruits might also want to see if they offer a free trial so they can try it out.

9. Common errors when using employee assessment tools

Both pre-employment assessment tools and implementation processes aren’t flawless. However, employers increase their chances of a simple and seamless integration when they can foresee problems and develop answers before they arise. There are typical hazards and errors that talent acquisition teams make when using employee assessment tools so they can be better prepared. By paying attention to these, they may make the best use of their tool:

10. Biased evaluation:

As we previously indicated, if the candidate assessment tool’s algorithms are fair, they can help in the elimination of unconscious bias. Similar to how SAT scores and household wealth are correlated, hiring assessment tools might give off deceptive signals that don’t accurately reflect a candidate’s aptitude. Consider the performance of applicants from various backgrounds before implementing a new solution, and be mindful that recruiters might be penalizing people who might be a good fit.

11. Automation can only be used so much:

Hiring is undoubtedly a personal experience, that much is clear. As fantastic as automation is, it lacks personnel. To enhance the work the screening technology is doing, conduct real face-to-face interviews with the most promising candidates. They just can’t make a fully confident recruiting decision on statistics alone.

12. Remove obstacles:

Employers must make it simple for applicants to take the skills tests they require to get them to do so. This entails making any pre-employment test easy to complete on a mobile phone and beginning the tests with basic questions initially.

13. Ask for feedback from candidates:

Obtain candidate feedback following the evaluation process so that employers can determine how well everything went, where there is a chance for growth, etc

14. Before choosing, know what skills are tested:

Many tools are created specifically for technical professions and simply evaluate coding abilities. Before investing, the company should be aware of what skills their desired tool covers if they’re seeking a more diverse variety of skill sets. Remember that not every possibility can be tested. For instance, trade skills such as plumbing or forklift operation cannot be assessed using a computer. If the organization needs to hire a tradesperson, find out what credentials they’d require and whether there are any particular skills tests they can have them take as part of their hiring process.

15. Video and AI are not compatible:

It would be best if a human judged video submissions. Employers might encounter problems with bias against women, people of color, other underrepresented persons, and even introverted people if they employ AI to screen applicant videos. Make sure a real person is reviewing and assessing submitted video interviews because there may be unintentional bias built into the AI itself. Also keep in mind that certain candidates could not feel at ease in front of the camera, which could make someone nervous, etc.

What to Expect from Employee Assessment Tools in Terms of Features?

Pre-employment testing will make it easier for employers to develop high-performing teams and find top talent. Their traits determine how they accomplish that. Even though each tool varies slightly, they are likely to see the majority of the following:

Coding assessments:

To determine whether an applicant is even eligible for an in-person interview, and evaluate their coding skills and general technical knowledge. Pre-screening exercises to extensive coding assignments that closely resemble the tasks they would perform as employees are all available.

Skills assessments:

Test a candidate’s soft skills, general work skills, and job-specific skills to obtain an idea of how they could do in the position. Recruiters may add text, multiple-choice, video, document editing, code editing, and other elements in the skills tests they give.

Video interviews:

Although in-person interviews are optimal there simply isn’t enough time to see each applicant in person during the screening stage. Recruiters can spend much less time interviewing people by using video. Additionally, by watching the candidate’s recorded video responses to the screening questions, they’ll get a sense of how they interact. The top video interview platforms are covered in detail on a separate page of our site.

Company branding:

The organization can incorporate their employer branding into their tests in addition to employing the company branding (such as the company logo, messaging, and voice). This entails details about the company’s culture and the reasons a prospect would want to work with the company. They want their company to stand out because candidates are probably applying to other organizations as well, so this is extremely crucial.

Integration of ATS:

Sync the candidate assessment tool with the company’s application tracking system to better efficiently manage the hiring, screening, and recruitment process.

Anti-bias screening:

Remove unconscious bias related to a person’s gender, ethnicity, qualifications, education, etc. and place the emphasis on their actual skills. The company is more prepared for success when hiring decisions are fair and unbiased.

Cognitive assessments:

Analyze a person’s thinking, problem-solving, and learning styles. Utilizing this knowledge will enable recruiters to better manage them and position them for success in their new positions.

Psychometric screening:

Recognize the character aspects of a candidate, such as their values and interests. This can assist them in figuring out how they’ll fit into a particular team as well as the culture of the company as a whole.

Library questions:

Employers can draw from a library of content and then modify it as they see fit if they need help coming up with specific questions or entire skills assessments. Alternatively, They can use the testing content they’ve previously prepared.

Talent pools:

Keep the candidates in a talent pool until a position that is more suitable for them becomes available if they were screened and scored well for culture fit and soft skills but lacked the technical skill set required for the role they want.

Candidate rating using AI:

Numerous tools grade and stack-rank the candidates based on their performance, allowing them to assess them more quickly and with confidence that they are only concentrating on the finest applicants.

Candidate feedback questionnaires:

Employers can better identify where they might need to make improvements by getting direct feedback from their candidates on how their interview/screening process went.

Insights and analysis:

Find out which applicant sourcing techniques are more effective than others, learn about completion rates and turnaround times, and then make any necessary adjustments.

Key benefits of pre-employment assessment tools

To hasten the hiring process, a pre-employment evaluation tool is needed. The majority of organizations use talent evaluation tools to speed up and streamline their hiring process. Pre-employment tests that have been carefully created and validated are reliable and unbiased ways to learn about a candidate’s abilities and traits that are relevant to the position. Here are some of the advantages of pre-employment evaluations.

Increased productivity and performance:

Pre-employment tests that have been expertly created and thoroughly tested can forecast employee productivity in various job kinds and industries. The degree to which a candidate possesses the information, skills, and talents necessary to complete any particular job can be determined using these tests. At the same time, hiring managers may swiftly assess a candidate’s suitability for each role and place those who are more likely to stay happy in it. As a result, the business can develop a stable team of committed workers who perform better and are more productive.

Enhanced employee retention:

By testing candidates before hiring, employers may be certain that new hires have the skills needed for the position as well as the disposition needed to feel at ease in their new positions. The likelihood that the chosen candidate will be fired for poor performance or resign because the job isn’t a good fit for them decreases when recruiters make the proper choice. The company’s brand and employee morale can both be enhanced by reducing turnover, which will draw in stronger applicants. Saving money is made possible by lower turnover rates since they result in lower training, recruitment, and severance pay expenses.

Greater defensibility:

Federal regulations designed to ensure fair and on-discriminatory recruiting practices control pre-employment evaluations. In the unusual event that a legal challenge to their recruiting practices should ever arise, organizations that conduct test programs by legal norms will consequently be better able to defend themselves.

Enhancing the existing talents:

Hiring new applicants can be laborious and expensive. High attrition rates, which result in fewer candidates and more available positions, should also be considered. The skills gap study by SHRM found that 83% of HR professionals had trouble finding qualified candidates. According to 75% of respondents, there is a lack of qualified candidates for open positions. By evaluating the present talent, recruiters can find people who have the qualifications and experience necessary to take on a new position, enabling them to be confidently promoted from the inside.

Get unbiased feedback:

Pre-employment tests add a level of objectivity to the recruiting process by giving applicants tangible results that can be standardized. Employers can utilize these statistics to inform their employment decisions going forward. Even the ideal candidate for the job may struggle in interviews. The hiring managers receive a fair evaluation of a candidate’s suitability for the position based on data from a completed test.

Scheduling:

It might be difficult to schedule candidates, especially when trying to coordinate several corporate calendars for an on-site. When interviews are scheduled properly, candidates have a better experience (no lost balls, female candidates don’t interview with all male candidates, etc.) and the hiring team experiences fewer headaches.

Re-Engaging with ATS:

The application tracking system (ATS) is brimming with excellent candidates who didn’t get the job, applied too late, or weren’t the right fit for a position at a particular time but would be fantastic for a new vacancy. Millions or thousands of records would take a human a very long time to sort through, and most application tracking systems aren’t very good at finding previous records.

Comparison of Top 12 Pre-Employment Assessment Tools

1. Skillrobo

Skillrobo’s pre-employment assessment tools are generally targeted for positions such as UX/UI Designer, Chief Marketing Officer, or Customer Support Specialist. Although it focuses more on hard skills than soft skills, recruiters can also make up their own questions. With its AI assessment tool, Skillrobo stands out.

In addition to scoring the test, it keeps track of how the applicant responds to the assessment, comparing it to the responses of millions of other candidates in its database and tailoring the results to their preferences. A remote AI-based proctoring package with three-point authentication, browser lockdown to control the surfing environment, and human-based proctoring is included. The tool’s in-depth functional expertise and ability to scale up to meet requirements make it excellent for lateral and function hire. This tool is considered to be one of the best employee assessment tools.

Digital marketing, coding, critical thinking, problem-solving, value tests, personality, and cognitive thinking are just a few of the talents covered by Skillrobo. To save time on interviews and screening, employers often choose to use pre-employment assessment tools. The tool’s flexible interface and user-friendly interface make it easy for users to evaluate candidate’s skills using pre-build or customized assessments.

Additionally, the tool’s ability to include videos and images gives candidates an authentic preview of the team’s culture, assisting them in deciding whether they are a good fit for the position. The recruitment employees will like the auto-calculation of score-weight questions, which is one notable feature. While manual scoring is still required for questions that are video, audio, or text-based, the help with score-weight questions greatly decreases the burden. The technology also automates follow-up communication with candidates depending on the results of their assessments, guaranteeing a smooth process.

2. Pymetrics

Pymetrics employs AI to screen, evaluate, and manage applicants. They can use their algorithms to develop optimal personas for each role and choose which tests candidates should take. It uses a series of games and activities to comprehend a job seeker’s risk aversion, cognitive abilities, behavioral features, and much more.

Similar criteria are also used to map out the best employees so that candidates can be paired with the right position inside the company. Pymetrics creates a profile of the candidates who will work best for a client. Based on complicated data, it offers AIs for talent identification and job performance prediction. With moral AI technology, they also assist recruiters in better understanding their employees. It reinvents how businesses find, select, and keep talent by combining tried-and-true neuroscience games with cutting-edge AI. The company’s pre-employment assessment tool levels the playing field for all applicants while recommending the best candidate for the position.

The ability of Pymetrics to automatically match rejected candidates with additional opportunities at other clients who use Pymetrics is an intriguing feature that sets it apart from other pre-employment assessment tools and enhances the candidate experience.

3. HackerRank

The exclusive focus of HackerRank’s online assessment tools for recruitment is coding proficiency, and recruiters may create tests from a bank of test questions covering more than 40 programming languages. Additionally, it offers live coding interviewing software that enables them to see their prospect in real time. Leaked-question detection is a feature for anti-plagiarism prevention that is exclusive to this application. Furthermore, it is the only one with hiring events that employers may attend using their personalized plan.

A test or an interview may be attempted ten times per month under the starter plan, which costs $100 a month and provides access to 1000 test questions. The pro plan offers 25 test tries per month, 5 users, and access to 2000 test questions. For each additional attempt, organizations can spend $10. Access to 4,000 assessment questions, 40+ integrations, a customer success representative, and hiring events are included in the custom plan, which is priced according to the number of attempts.

This platform is utilized by more than 1,000 companies worldwide and enables hiring managers and tech recruiters to assess candidates at every level of the hiring process. One of HackerRank’s distinctive features is the fact that someone worldwide completes one of the platform’s tests every eight seconds.

4. TestDome

TestDome’s pre-employment assessment platform uses job skill tests to quickly choose better applicants. When done manually, it is time-consuming and frustrating to choose a candidate from hundreds of CVs. The TestDome tool has adaptable job tests that track skills to identify applicants who best fit the position.

Making a data-driven recruiting choice eliminates the need for time-consuming candidate screening and interviews. To ensure that prospects may immediately take the test while applying for the job description with the link to the skills test. The description is that a CV does not accurately reflect what a candidate can and cannot do. Therefore, it is advised to just shortlist eligible people.

Managers may quickly choose the best applicant by using the work skill tests offered by TestDome. They provide tests for many different areas, including project management, accounting, programming, and more. Their 1000+ questions assess problem-solving in the actual world. If anyone discovers any of their premium questions elsewhere, they can request a refund. Employers can add their unique questions to their tests that are already ready to use.

It quickly compares candidates to one another or goes further into a candidate’s responses and findings. It uses copy-and-paste protection, duplicate email detection, and webcam monitoring to stop cheating.

5. VidCruiter Review

Based on the in-person evaluation, VidCruiter’s software for testing skills is a useful addition to a hiring toolkit. The tool’s flexible interface and user-friendly interface make it easy for users to evaluate candidates’ skills using pre-made or customized assessments.

Despite its benefits, there are a few shortcomings with VidCruiter’s pre-employment assessment tools. For instance, the library doesn’t have tests for highly technical abilities, therefore users must integrate tests from third parties. Although exact costs are not known, VidCruiter is known for being a high-quality tool that is not cheap.

However, prospective users cannot investigate and evaluate the tool’s capabilities before deciding to subscribe without a free plan or a free trial. By delivering a variety of video capabilities, VidCruiter offers virtual interview software to assist HR departments in streamlining their hiring process. Candidates can call a 1-800 number, and submit a video response to pre-recorded interview questions. With its advanced methodology, VidCruiter enables businesses to improve candidate assessment, shorten recruiting procedures, and make data-driven decisions.

6. ThriveMap

For high-volume hiring, ThriveMap develops customized, accurate job simulation assessments. Their evaluations immerse candidates in a digital “day in the life” of a particular job within an organization, taking into account how desired behaviors and talents manifest themselves within their distinct corporate culture and working conditions. An evaluation from ThriveMap can take four to six weeks to go active, after which recruiters can utilize it with single candidates or groups of candidates.

Organizations hiring needs and goals will affect Thrive Maps’ cost. The personalized evaluation is set and built for a fee, and after that, annual or multi-year subscriptions are required for unlimited use. A setup charge of $6,500 – 13,000 with an anticipated test cost of $1 and a $6500 ATS integration fee is included in the example pricing it provides. At ThriveMap, they take great satisfaction in offering clients pre-hire assessments that are completely tailored to their unique, high-volume recruiting needs. This refers to customized to the brand, roles, and cultures of their clients.

7. Qualified

The pre-employment assessment tools from Qualified were created by developers for developers. Qualified enables recruiters to construct customized tests, automate the screening process, provide real-time feedback to candidates, and make use of several additional features to reduce the number of additional features to reduce the number of possible hires even if it does not yet support live interviews. Individual developer profiles allow the team to follow a candidate’s progression through the hiring process. Candidates who pass their initial assessments can be invited to additional coding sessions or interviews as needed.

Qualified is an advanced talent testing software. To better forecast on-the-job performance, it offers the real work order. The platform helps businesses hire talent and find the best technical candidate by providing automated code tests and pair programming. It provides a complete solution for coding tests, enabling businesses to quickly and reliably assess an individual’s programming skills. Recruiters can speed up their hiring process and confidently uncover outstanding talent using qualifications.

8. Toggl Hire

With Toggl Hire, recruiters can quickly find the best candidates and streamline the hiring process with advanced skill assessments. Toggl Hire concentrates on the pertinent talent to assess the applicants for the necessary skills.

The pre-employment assessment tools include tests for many different areas, including, to name Digital Marketing, Frontend Development, Customer Support, Internal Audio, Finance Manager, and Finance Controller. Without wasting time on tedious resume-scanning or skill screening, the assessment test covers all the positions needed by the organization. Create a skills test (customization is also possible), select a template based on the positions, and post the link on social media, hiring sites, or career pages.

More than 180 skill assessments with 150+ job matching are available on Toggle Hire. It guarantees that no two candidates take the same test because of the test bank that now has 15,000 questions and is increasing. Employers can include a video introduction and their questions. They can also give them tasks that they can complete and upload using the homework tool. They can use it to complete 500 real-time activities.

Higher-level plans that provide a candidate pool feature that lets them check out past applicants for open positions. For organizations that only periodically hire new employees, Toggl Hire offers a free plan of online assessment tools. There are limitless numbers of jobs and tests, but only five candidates every month. With 20 candidates per month allowed and access to reports and analytics, the basic plan costs $199 per year. Premium, the initial monthly package, costs $299 per month and supports 2000 candidates.

Recruiters can design their tests and incorporate anti-cheating software. The business plan, which includes unlimited use and bulk actions, is priced at $469 per month. This is a platform for evaluating a candidate’s suitability for remote work as well as their proficiency in in-demand technical, marketing, and sales skills. The pre-employment assessment tool from Toggl Hire provides statistics on the effectiveness of hiring efforts and job openings.

9. Predictive Index

The predictive index is a behavioral and personality assessment tool, to locate the ideal candidates for particular tasks based on their natural talents. It creates a behavioral profile for the position and evaluates and assesses applicants for fit. It offers interview questions to assist recruiters in learning more about prospects. It also provides a job optimizer tool to assist them in writing better job descriptions that represent the traits necessary to be successful in that position.

The predictive Index can quickly identify the ideal candidate for each position. Without wasting time, the goal is to hire applicants with promise. Create a job description as a starting point for their research, ask candidates to take a 6-minute Predictive Index behavioral assessment, and then hire the person who best fits their requirements.

Whether there are three prospects or hundreds, the goal of using the PI tool is to hire. It makes it simple to match the evaluation and outcomes of the candidate with the recruiting team. To find the best fit, the team can thoroughly test the pool of candidates.

There are free plans available for the predictive uses of the test, like team development. An infinite number of behavioral assessments, candidate fit evaluations, the interview builder, and a job ad optimizer are all included in the PI Hire 7-day free trial. It can be sufficient if they are hiring quickly.

Call for a quote on the paid plan, which also offers multi-rated job assessments, candidate match recommendations, integrations with HR software, and more, if they don’t already have one. When hiring managers probe the discrepancy between criteria and candidates, the interview process can be streamlined quickly. With a streamlined and laser-focused approach, the goal is to provide an outstanding candidate experience.

Using this pre-employment assessment tool, the recruitment process may be coordinated. It can also be used to screen candidates, determine their efficacy, assess the talent pool, and select the best candidate. The goal is to the effectiveness, impact, and behavioral understanding of the talent acquisition team.

10. Wonderlic

Using Wonderlic’s predictive assessment, Unlock the employee’s potential and utilize data that can best predict success on the job and unlock potential at every stage of the employment journey to make smarter hiring decisions. Improve performance forecasting. Finding people who have the ability to adjust to workplace changes is necessary for improving the performance of the organization.

By using Wonderlic tests, recruiters can give insightful predictions on motivation, character, and personality traits, giving them the power to make wise hiring decisions. Discover talent insights with ease. To gain insights into the complete employee lifecycle. Everyone in the organization may easily utilize the Wonderlic platform; there is no need for any training or certification to obtain customized outcomes.

To ensure that every employee is treated properly and that every organization can make fact-based, data-driven recruiting decisions, Wonderlic is committed to producing and utilizing the fairest, finest predictive science available. Before it became popular, as they say, It was playing the people analytics game. As a result, They used the most advanced and tried-and-true techniques to construct a veritable machine.

11. Harver

Organizations may optimize their employment decisions with the help of Harver, the market-leading hiring solution. It provides a portfolio of automated solutions that help organizations engage, hire, and develop the right talent in a quick and fundamentally less biased manner. These solutions are based on more than 35 years of rich data insights supported by I/O psychology and cognitive science.

Harver offers dependable, data-driven, and flexible options, like as evaluations, video interviews, scheduling, and reference checking, and has handled over 100 million applications. More than 1,300 customers have used Harver to find the right candidate in a smart way.

Harver focuses primarily on soft skill and personality talent assessment tools, including psychologist-tested tests that assist recruiters in finding the greatest fit for the corporate culture. It has over 900 tests available, but they may also ask their experts to design a custom test for them. It does offer some gamification in addition to regular assessments and interactive movies that give candidates a taste of a real-world setting.

12. Criteria Corp

Criteria Corp is a talent success firm that supports organizations in making more unbiased, fact-based judgments about hiring that both eliminate bias and influence outcomes. The industry-leading tools feature a broad range of tests and decision-making tools that have undergone extensive validation. The pre-employment assessment tools reveal the potential in every job applicant while delivering a fantastic candidate experience.

By carefully verifying for results, assuring transparency, and building a human-focused solution that encourages best-practice hiring. The overarching goal is to develop a talent selection process that is more equitable, robust, and effective. One of them lessens the possibility of bias and provides everyone with an equal chance to demonstrate their value and worth.

A prominent supplier of online pre-employment testing services is Criteria Corp. Their testing platform is a SaaS (Software as a Service) solution that helps businesses to more effectively manage their most valuable resources: their people’s capital. Pre-employment assessment tools from Criteria improve the efficiency of the hiring and retaining of employees. The goal of Criterion is to create an extremely accurate solution, that has a cutting-edge testing IP and is delivered in a format that is both highly accessible and user-friendly.

Conclusion

More organizational success and reduced attrition result from hiring candidates with the proper skill set and strong cultural fit. The quality of a candidate for a job cannot be determined solely by their resume and application. There is much more involved in choosing the perfect candidate. The best pre-employment assessment tools can help recruiters get a better understanding of a candidate’s skills and appropriateness for a position, and the correct one can be a great tool for application screening.

The prevailing hiring process now includes pre-employment assessment techniques as a crucial step. These tools give companies a methodical way to evaluate a candidate’s abilities, including personality testing, cognitive ability tests, and job simulations. Employers may boost the precision and effectiveness of their hiring process, which will lead to better recruits and more productivity, by adopting pre-employment assessment tools.

However, it’s important to employ assessment tools that are accurate and reliable and to combine them with other hiring practices. Employers must also explain the aim and outcomes of the tests clearly to the candidates and be open and honest about how they utilize these tools. Pre-employment evaluation tools are helpful for organizations looking to develop a skilled and productive workforce.

Comparing the above top-rated pre-employment assessment tools, Skillrobo ranks first due to their intuitive and user-friendly tool that automates HR functions in a very simple way. They are considered to be the best among the pre-employment assessment providers.