When your company makes a bad hiring decision, the impacts can ripple out for a long time after the initial hire. For the most part, mis-hires usually result in an immediate lack of productivity, whether the employee lacks critical skills for the job or they do not fit in well with the company’s culture. Whatever the case may be, that lack of productivity puts additional stress on the rest of the team and can lead to bitterness and resentment.

Figuring out how to deal with a poor hiring choice is not easy. No matter how you try to minimize the impact of a mis-hire, it is usually going to end up costing you money. According to the U.S. Department of Labor, a bad hire can end up creating expenses of more than 30% of the employee’s first-year salary. Separating from an employee incurs more costs, including the cost of recruitment for a new hire.

Of course, everyone makes bad hires. A report from Northwestern University notes that 74% of employers report making a mis-hire in the past, which means that three out of every four employers have made the wrong hiring choice at some point. The best solution, it would seem, is to do everything possible to increase the odds of hiring the right person.

Thanks to eSkill’s Talent Assessment Platform, it is easier than ever before to integrate pre-employment testing into your company’s hiring process. With a library of more than 800 skills tests organized by job and by subject, pre-employment tests provide you the information you need to avoid wasting money by hiring the wrong person for the job.

Pre-Employment Tests Make Hiring Easier

eSkill’s pre-employment tests can be easily incorporated into your company’s human resources (HR) software, allowing you to fit skills tests seamlessly into your application process. While resumes are an important part of any applicant profile, skills tests provide quantitative data that can help you to quickly separate out candidates who do not have the necessary skills for your position. Unlike resumes, which can be easily padded — or fabricated — you can trust test results to be accurate.

A profile of each employee’s skills, knowledge, and abilities can be generated from every pre-employment test, giving you an easy way to compare employees against one another. This has the added benefit of reducing unconscious bias, which can affect every hire. When you reduce this implicit bias, you are not only giving everyone a fair chance to stand on their merits, but you are also more likely to increase the diversity of your workforce.

Finally, using pre-employment testing to reduce the number of candidates can help you form a more efficient interview pool. Because you already know which candidates have the required skills, you will not have to waste time trying to verify resumes by checking references and holding phone or in-person interviews. Instead, you can rely on the tests to create a smaller pool of highly qualified candidates, which can help you to choose the right person for the job.

Pre-Employment Testing Helps with Retention Too

Good employees can quickly become bad hires without support. Even the best hire will quickly fade if they do not feel the company is invested in their success. This support begins with the onboarding process but continues throughout an employee’s time with the company.

When you bring in a new hire, it is important to ensure that they feel fully welcomed into the company. One key aspect of this process is to discuss your employee’s goals and devise a plan for their professional development. Using the information you gained from the new hire’s pre-employment assessment, you can help guide their training while ensuring that they first build the skills they will need to perform their job to the best of their abilities.

However, retaining employees for the long term requires continuing that employee development for the long haul. When you invest in an employee’s continued training, it shows them that you are committed to their future — all while growing your company’s skill base too. It is a win-win.

Employee retention is important for several reasons. When you lower turnover, you spend fewer resources on rehiring for those positions, along with onboarding and training those new hires. You will also preserve your company’s knowledge base and keep your company’s culture constant.

Most important, though, is that retaining your good employees makes it harder to hire a bad employee. The fewer positions you have to fill and the more quality hires you are able to keep within your company, the less chance there will be for hiring a dud. Indeed, according to Inc., 46% of employees are considered to be a failure after 18 months. So when you find the right person, you need to do whatever you can to keep them in their position.

Interested in Using Pre-Employment Tests to Avoid Bad Hires?

Learn how eSkill helps you create skills tests that help you recruit top candidates so you can avoid costly mistakes. Request a demo today.

The world of transportation and logistics is certainly facing a time of intense changes, many of which will continue to alter the ways that the industry functions for years to come. From the lasting impact of the COVID-19 pandemic to the looming rise of driverless trucks, companies must focus on preparing for the future by building flexibility and maneuverability into their business models in order to stay competitive.

Despite all of this, hiring in the industry remains high. Transportation and logistics jobs are continuing to grow, especially as businesses and individuals begin to order more and more online, forcing the supply chain to grow and adapt with these rising orders.

When it comes to hiring and training transportation and logistics employees, Skills Tests from eSkill provide an exceptional value, from hiring an employee through their continued professional development. With eSkill’s Talent Assessment Platform, you can increase the efficiency of your company’s hiring processes while tailoring your training programs to each employee, making your entire structure much more effective. These tests can integrate seamlessly with your company’s human resources (HR) software, making it easy to incorporate testing into your company’s routine.

Using Skills Assessment Tests to Hire the Right Candidate

With companies continuing to ramp up their transportation and logistics hiring, it becomes increasingly important to make sure that they hire workers with the skills and the personality to fit the position. This can put a lot of pressure on HR departments, which have to balance the need to quickly fill a position with performing their due diligence in vetting candidates.

This is where skills testing can be especially valuable. With eSkill’s testing platform, hiring managers have a wealth of options for testing prospective employees. With a library of more than 800 tests, you can create custom tests by picking and choosing content from multiple tests or by supplying your own material.

For example, you could customise the Delivery Driver test so you can evaluate a candidate’s ability to read maps, use GPS navigation and organize and load products in trucks, and the Logistics Manager test to assess candidates’ experience overseeing trucks, forklifts, and shipping equipment and managing shipping schedules and inventories.

These tests generate reports that provide quantitative data on each candidate, making it easy to compare them without having to sift through hundreds of resumes. By eliminating the candidates who lack the required skills for the position, you can limit the number of resumes that need to be read, as well as lowering the number of phone and in-person interviews you will need to conduct. All of this can shorten your time-to-hire by up to 60%.

One additional benefit to skills assessment testing is that you will also eliminate unconscious bias, which can cause you to overlook a perfectly qualified candidate without even realizing it. With an increasing focus on equality within the workplace, any efforts to remove bias should be seen as a positive step forward.

Skills Testing and Professional Development

Training your employees is about more than just filling in knowledge gaps — it affects your bottom line. According to The Huffington Post, companies that devote resources to comprehensive training programs enjoy a 24% higher profit margin than the ones that put less priority on employee development. For both the welfare of your company and your employees, establishing a strong training program is vital.

The same skills assessment tests that you used in the hiring process can also serve as a starting point for your employees. Think of that first test as a baseline reading. The report generated for each employee points to their strengths and weaknesses, as well as any glaring skills or knowledge gaps. This can help you to determine an initial direction for training that can be specifically suited to each individual.

However, skills tests are not just a good starting point — they are also an excellent way to measure training effectiveness. After each employee completes a training course, they can take the skills test again, and you can compare the results to their baseline measurement to see if they have improved. If they have, this new snapshot can suggest the direction of further training.

However, lack of employee improvement is no reason to panic. It might suggest that the employee simply needs more time to develop the target skill. This might have gone unnoticed without further testing. It can also indicate that your training program may need adjustment, especially if multiple employees show a similar lack of progress. In this way, these tests are just as much about evaluating your company’s employee development as they are about the employees themselves.

With skills testing through eSkill, you can track employee performance from hiring through development, making sure that you are getting a sufficient return on your investment. For their part, employees appreciate feeling as though the company is invested in their growth, making it even more likely that they will remain with the company for the long haul.

Interested in Using Skills Tests to Help Hire and Train Your Employees?

Learn how eSkill can help you ensure you hire the best person for each open position. Request a demo today.

While finding the right employees is an important part of the success of your company, it is only the first step in establishing a long-lasting, productive relationship with your workforce. Employees brought onboard may have the necessary skills to fill the role for which they were hired, but it is important to build employee development into your organization’s strategic vision. As the saying goes, if you are standing still, you are going backward.

Employee development is not only in your company’s best interests, of course. As recently as 2019, surveys suggested that 94% of employees in the United States would be more likely to remain with their current employer if they had better access to professional development. This means that beyond enhancing your employees’ skills, development will help to increase retention and limit the expenses that come with frequent turnover.

Knowing that professional development is a powerful incentive for both companies and employees is one thing. Implementing effective development programs and policies is another. It can be difficult to match your development opportunities to the needs of your workforce. That is where skills testing can be an extremely useful tool for enhancing the value of your development programs.

How Skills Testing Can Boost Your Employee Development

Despite investing in development programs for their employees, there is often a significant disconnect between the availability of programs and employee engagement. According to “Human Resource Executive,” this underutilization is less about employees having the time available to make use of them and more about a lack of direction. In other words, workers are not sure how to best allocate their time and resources.

With eSkill’s Talent Assessment Platform, you can take full control of employee development, from onboarding new hires to reskilling and upskilling your current workers. Using their extensive library of Skills Tests, you can use a prebuilt module or create your own custom Skills Assessment Tests to determine the skill level of your employees and identify training targets.

When it comes to training employees, however, evaluating learning outcomes is just as important as pinpointing skill deficiencies. While the initial Skills Assessment Test can give you a starting point, post-training Skills Tests provide you with a wealth of information that can help you to improve your development programs as well as determine whether your employees have successfully learned new skills.

It is important to note that skills tests are not a replacement for direct engagement between employees and managers. Employee development should incorporate a range of activities, including on-the-job opportunities and informal mentoring, according to Margaret Rogers in the “Harvard Business Review.” When this level of engagement is incorporated with effective skills testing, your development programs can be exponentially more productive.

Additional Benefits from Adding Skills Testing to Your Employee Development Programs

Incorporating Skills Tests into your employee development programs will make them more effective. However, there are other advantages to skills testing beyond strengthening your development programs. First and foremost, better employee development opportunities translate to lower turnover. Lowering the amount of money you have to spend hiring new employees directly impacts your bottom line, making skills testing a sound investment.

More targeted development can also help make your workforce more adaptable, and thus better able to withstand fluctuations that affect your business. As we have seen this past year in the wake of COVID-19, dramatic changes can occur very quickly, and the companies best suited to handle them are those with flexible workforces because they can quickly shift direction and methodologies.

When your employees have a wide variety of skills pertinent to the operation of your business, you will have more flexibility when it comes to adapting to challenges. Skilled employees can shift between responsibilities, either taking on new roles or adding duties to their existing roles. This gives you a great deal of leeway when it comes to staffing, allowing you to contract and expand your workforce more easily in response to economic conditions.

Another benefit to skills assessment testing is the ability to identify knowledge gaps. Beyond giving you targets for employee development, you may also discover that there are areas in your business in which you simply do not have employees with the skills necessary to perform certain tasks effectively. In addition to employee development, you might choose to add new hires as a means of immediately infusing necessary skills into your workforce.

Finally, skills testing can provide you with insight into employees who are prime candidates for promotion. With eSkill’s Assessment Tools, you can identify employees who have the skills and expertise to move into new positions, along with those who might be ideal candidates for further training to round out their skill set for a future position.

Interested in Using Skills Tests to Turbocharge Your Employee Development Programs?

Learn how you can leverage eSkill’s Talent Assessment Platform to improve employee development results. Request a demo today. 

Finding the right candidate to fill a position is rarely an easy task. No matter how clearly you define the parameters of a job, trying to match the necessary duties and expectations with the right job seeker can seem like an endless task, and there is no guarantee of success. After all of the skills testing and interviews, you may find someone who seems to be an ideal fit, but there is still a chance they will not be able to adapt to your office culture.

That is why it is often best to look within your company to find employees who can be trained to handle the duties required of a new position. Not only are these employees already familiar with your office and your business operations, but the promise of employee development and promotion can help you to retain your employees.

However, upskilling is not just about filling new positions. When you help an employee develop new skills or hone their existing skills to higher levels of expertise, you add to their knowledge base while also creating a more flexible workforce, able to adapt to changing circumstances that range from business downturns to the recent COVID-19 pandemic.

Why Upskilling Matters

Almost 80% of CEOs are worried that their employees will lack important skills, posing a significant threat to continued growth. What is more, they note that by 2022, 54% of the workforce will require substantial upskilling to meet the demands of their jobs. With projections like this, it is important to be proactive, taking action now to prevent your employees from becoming deficient in necessary skills.

It is worth taking a moment to define upskilling. Years ago, employee training was essentially focused on early-career workers, who would be onboarded and given training as necessary to progress through the ranks of the company. But as technology became more omnipresent, the requirements for jobs began to shift, and they continue to change frequently.

Upskilling employees means giving them the training they need to perform these new tasks as they arise, helping them fill new positions and take on different responsibilities. From enhancing existing skills to learning brand-new skill sets, upskilling provides employees with the abilities they need to meet the ever-changing workplace demands.

How to Effectively Upskill Your Employees

While upskilling sounds like a big (and expensive) project, there are many ways to enhance the value of your investments in employee training without dramatically impacting your bottom line. One of the first actions you can take is investing in eSkill’s Employee Development Platform, which gives you access to over 800 standard job and subject-based tests that you can use to build custom tests to suit your specific needs.

Skills tests are a useful tool in the upskilling process. With skills assessment testing, you can determine your workforce’s current level of expertise in many skills. This will provide you with valuable, individualized information that you can use to guide your employee development efforts. You may notice that some employees lack certain skills, while others may have skills that would make them more valuable in other roles within your company.

In either case, you can use those results to provide training opportunities tailored to each employee, helping to cover any knowledge gaps or providing incentives for your employees to develop further expertise with skills they may already have some experience with. With Skills Tests, you will be able to deploy your employee training resources more efficiently without spending unnecessary time and money on skills that your staff members already possess.

While in-person or virtual training is an excellent tool for upskilling, there are other tools that can provide a more diverse experience. You could develop a mentorship program, for instance, or develop training guides. Another popular method is to have employees cross-train each other, which offers the dual benefit of reinforcing skills while building workplace camaraderie.

The Future of Employee Development

In an article for “HR Technologist,” Chiradeep BasuMallick highlights many of the challenges that will likely face managers in the next few years. Among his many points, his most significant recommendation is to pay greater attention to soft skills, like creativity, problem-solving, and collaboration. In an increasingly digitized world, it can be very easy to overlook these critical skills. As you consider your employee development program, it is worth considering which soft skills are important for your business.

However, technical skills will still take up the lion’s share of your training time, since they typically require a more focused effort to attain mastery. As you continue upskilling your employees, it is important to continue the evaluation process as well. Skill assessments are valuable both before and after training, helping you to determine how effective your employee training programs are and how you can help your workers to keep progressing in their professional development.

Interested in Using Skills Tests to Upskill Your Existing Employees?

Learn how eSkill’s Employee Development Platform can help you to train your employees to handle new roles and responsibilities. Request a demo today.

Your employees are one of your most valuable resources. Your workforce powers the daily functions of your business. It helps you to continue to expand and develop your strategic plans through the contribution of the insights and talents of your staff. That is why it is important to learn as much as possible about your employees and to know their strengths and weaknesses, along with their ability to learn and implement new skills.

Knowing your workforce also helps you identify employees who are most likely to succeed when they are promoted to new positions. There are several ways to identify these individuals. Avery Augustine, writing for “The Muse,” notes that it is more than just “meeting expectations” — it is about looking for the right attitude and a commitment to professional development. Adam Toren advocates for a strong sense of personal responsibility, as well as a solutions-oriented approach.

While these so-called “soft skills” are certainly important, when you want to know whether an employee is a good candidate for promotion, you will need to understand their skill set. Skills assessment testing should be central to any company’s employee development program. Not only do skills tests help you to better target workforce training while avoiding redundancies, but they also provide a more complete picture of your employees’ skill sets, potentially revealing candidates for advancement.

Why Promoting from Within Is Better Than Hiring from Outside

When you are looking to fill a position, you will often be faced with the question of whether to promote a current employee or hire an outside candidate. While either option can lead to a qualified candidate, there are several advantages to promoting a member of your current workforce.

First and foremost, hiring an outside candidate is generally more expensive. According to a survey by the University of Pennsylvania’s Wharton School, employers end up paying outside hires almost 20% more than internal candidates even though they generally provide worse results. These candidates are 61% more likely to be laid off or fired and 21% more likely to leave for another job.

However, there are reasons beyond the budget to prefer internal candidates to fill open positions. For instance, promoting employees goes a long way toward retaining members of your workforce. When your workers believe that they have the opportunity for career advancement, they tend to remain loyal and will work hard to position themselves as reliable, hard-working employees.

Promoting from within also offers the benefit of familiarity. With an outside hire, there are many unknowns. While you can get a sense of their abilities during the interview process through skills testing, you never know how they will fit into the workplace until they begin.

When you promote an employee, they already have a level of comfort and familiarity with the corporate culture, and they will be more likely to adapt seamlessly to their new role within the company.

How to Identify Promotion Candidates with Skills Testing

As mentioned before, skills assessment tests should be a valuable part of your company’s employee development program. Thanks to the wide range of Skills Testing available through eSkill, you can evaluate the knowledge and skill level of your employees in many different categories, which allows you to pinpoint any gaps or areas in which individuals need improvement.

Skills tests help you get to know the strengths and weaknesses of each member of your workforce, and that clear, quantifiable picture of your employees is a valuable tool in measuring the potential of each person.

This information is important for two reasons. First, knowing each employee’s strengths can help you to better tailor their responsibilities to their skill set, especially if their skill level is well above the demand of their current position. Secondly, it identifies which employees may be close to having the necessary skills for promotion, especially when they only need to bolster one or two skills to a necessary level for advancement. You may even decide to promote that employee, allowing them to focus on honing their new skills after they start in their new position.

Perhaps the most overlooked value of skills testing is that it minimizes unconscious bias when it comes to internal promotion. Because the information on eSkill’s Skills Assessment Tests provides quantitative data, it can be used as an unbiased metric for determining an employee’s abilities, separated from personal relationships and other determinants that can unconsciously color perceptions. In other words, skills tests can be a great way to level the playing field.

The Bottom Line on Promoting from Within

While it is certainly possible to find quality external candidates to fill open positions in your company, the advantages of hiring an internal candidate are clear and convincing. Not only will you likely save money by promoting from within, but you will also avoid having to bring a new employee into your existing corporate culture, which can be a hit-or-miss prospect.

Interested in Using Skills Tests to Identify Promotable Employees?

Learn more about eSkill’s library of customizable Skills Tests and the ways that they can help you identify candidates for career advancement. Request a demo today.

Most recruiters say their biggest challenge is improving the quality of their hiring. Approximately a quarter of human resources (HR) professionals surveyed also indicated that increasing employee retention and improving their time-to-hire were also key concerns.

Pre-hire skills tests tackle each of the concerns by reducing the time-to-hire and cost-to-hire. Skills tests also evaluate a candidate’s competency, so you get employees with the skills you need. Skills testing can test for one of today’s top qualities: job fit.

When employees are matched with the right job and culture, they are more engaged. Engaged employees stay at companies longer, they are more productive, and they contribute more. It helps with the bottom line too. According to Gallup, companies with highly engaged employees are 21% more profitable on average.

So, when you are shopping for a skills testing provider for your company, how do you pick the right one?

Here are the most important considerations.

Choosing the Best Pre-Hire Skills Tests Provider

At the top of any list should be working with a company that provides top-quality skills tests. You need to make sure the skills testing process has been vetted by professionals for accuracy and predictive capabilities and can withstand legal challenges.

One of the big benefits of pre-hire skills tests is to get an objective assessment of candidates, but there is serious science that goes into ensuring the tests accurately measure and predict performance. You should only work with a company that has a perfect compliance and legal challenge record and can provide validation services if requested.

Here are some of the other key features that the best pre-hire skills test provider will offer:

A Comprehensive Library of Skills Tests

The best skill testing companies will offer thousands of pre-built skills tests to measure competency. You want to be able to pick and choose from modules to assess the job skills needed for each specific job.

These skills tests should include:

You should also be able to test for competency across a broad range of skill levels, from beginner to intermediate to advanced.

Customisable Skills Tests

Even if the job titles are the same, the skills your company needs may be different than any other. You need the ability to add or subtract questions to evaluate candidates properly. You should also look for skills testing that can offer advanced simulations to put candidates through real-life scenarios.

Asynchronous Video Interviewing

While real-time video interviews are great for getting to know a candidate, asynchronous (or on-demand) video capabilities are also a great tool. It standardizes the interviewing process by making sure each candidate answers the same questions to help provide a more objective process.

On-demand video interviewing is also more convenient for both companies and candidates. There is no more back and forth trying to find the right time to connect. Once interviews are complete, HR teams and hiring managers can review candidates, comment, and give assessments in a collaborative style.

Ease of Use

With any software tool, you do not want to spend months learning the system and putting it to use. The right skills testing platform should be intuitive and let you get to work right away. Also, you want a robust online help centre to answer your questions when you need fast answers and expert guidance to help you create the best possible skills testing for your organization.

Integration Options

If you use an Applicant Tracking System (ATS) such as Oracle, iCims, Bullhorn, or NeoGov, integrating your skills testing provider with these platforms can save you time. eSkill integrates seamlessly with all of these and other popular ATS solutions.

10 Questions to Ask Your Pre-Hire Skills Tests Provider

When you are evaluating pre-hire skills tests providers, these 10 questions can help you assess whether they are the right fit for your organization.

  1. How big is the library of pre-built skills tests?
  2. Are skills tests customisable?
  3. Can I add, delete, or customise questions on my own?
  4. Do you offer job simulations to assess on-the-job response?
  5. Are on-demand (asynchronous) video interviews available?
  6. Do you provide behavioural skills testing to evaluate job fit?
  7. Can you accommodate group interviews or group scoring?
  8. What software integrations are available?
  9. If I already have a test, will you digitize it for me?
  10. Do you have a perfect compliance and legal challenge record?

Finding the Right Skills Testing Provider

Have you ever made a hiring mistake? Nearly three-quarters of employers admit they have made bad hires. Two-thirds of employees say they took a job and realized it was a bad fit, and half of them quit within six months. Pre-hire skills tests help predict job performance and job fit and help you avoid making hiring mistakes.

These questions and key features will help you evaluate skills testing providers so you can choose the best one for your needs. Contact eSkill today to request a demo.

For more information download the Buyer’s Guide: How to Select the Best Skills Testing Provider for Your Company.

When the Coronavirus pandemic hit, we all had to learn different ways to do business. Many companies told employees to work from home. Interviews were done by video rather than in-person. Many employees started jobs without ever meeting employers face to face.

In 2020, a Gartner survey showed that 86% of employers were doing video interviews as part of the hiring process. Video interviewing has become a standard tool for human resources (HR) teams.

With eSkill, you can do standalone video interviews or include them as part of the pre-employment testing process. Applicants can record their responses when completing the pre-employment tests. Your team can review them and share them with hiring managers.

One of the benefits of getting candidates to answer questions by video is that you evaluate their verbal and language skills firsthand rather than relying on written responses. Video interviewing provides you with insight into how a candidate will communicate in the workplace — an essential skill for proper job fit.

Choosing a Video Interview Platform

Zoom or Teams can be great for getting a feel for candidates, but a video interview platform needs to go deeper to give you the results you need.

These are just some of the “must-haves” in any video platform you choose. eSkill provides each of these features and more as part of a comprehensive employment testing process.

Download our Buyer’s Guide, What You Need to Know About Talent Assessment Platforms,” and use the checklist to choose the solutions that best meet your needs.

The Benefits of Video Interviews

If you are evaluating pre-employment testing platforms and are wondering why it should include video interviews, these are some of the key benefits. Be sure any solution you choose can help you accomplish each of these goals.

Video Interviewing Completes Your Pre-Employment Testing Solution

Pre-employment tests can verify proficiency by asking applicants to demonstrate specific skills. They also help you assess candidates more accurately because people are a more likely to provide factual responses when they know they will be tested.

Including video interview questions in your eSkill pre-employment tests helps you learn more about candidates’ backgrounds and experiences and provides a holistic view of their skills and experience. You can ask specific questions and add a time limit for responses to evaluate how they think and communicate.

You can evaluate and verify a candidate’s English language proficiency or bilingual skills (if required for the position) and see if they already have certain job skills or need further training. For example, you can create scenarios and ask candidates how they would approach them. For customer service or call center employees, you might play out a scenario in real-time and record how the prospect responds — something that might be far different than if they were writing out the answers.

Combine Interviews and Skills Tests in a Single Assessment

Combining on-demand, asynchronous video interviews with behavioral assessments helps minimize hiring mistakes by giving you a more comprehensive picture of applicants.

Download our guide to Using One-Way Video Interviews to learn the different types of interviews available, what candidates need to know before an interview, and how to get started with one-way video interviews.

Schedule an eSkill Demo

Using eSkill assessments reduces the costs of evaluations by 70%. On average, this represents at least £400 per candidate. Contact eSkill to schedule a demo.

If you are struggling to hire remote workers who have the skills they need to do the job, you are not alone.

When it comes to hiring employees who will be remote workers, you are looking for a slightly different skill set. While they must be able to do the job, they must also possess the right skills to work independently without eyes-on supervision in the workplace. Even some highly skilled professionals struggle to effectively work from home.

It can take 42 days and cost more than £3000 to fill the average open position. When you hire someone who does not work out, it is even worse. It takes time to discover that the wrong person has been hired, correct the situation, and find a replacement. Your time and costs can easily double, and that does not include the lost productivity.

A Better Way to Hire Remote Workers with the Right Skills

There is a better way to hire remote workers and make sure they have the right job skills and the right behavioural skills to work remotely. Skills tests can help you evaluate candidates by providing an objective way to assess skill levels.

Skills Test for Hard Skills

Skills tests should start by assessing a candidate’s hard skills. For example, you need to know if they have the requisite computer skills to manage working remotely. You also want to know they are proficient at specific job tasks they will be required to do, as they will often be working without supervision.

Using eSkill’s skills assessments is easy. With more than 800 standard tests, there is an assessment for any skill set. If you cannot find exactly what you want, eSkill has two additional options. First, you can customize any test as much as you want. It is easy to add job-specific or industry-specific questions.

You can also choose from 5,000 combinable topics. This is a powerful option that lets you search for the type of skill you are testing for, choose from a variety of topics, and assign skill levels. Then, you can mix and match.

Here is how this would work with eSkill. If you are hiring a remote worker to staff your call center, you would choose Skills Tests that fit your job. You might choose modules to test technical skills, assess customer service orientation, communication, and listening skills. You might want to add a module that simulates inbound or outbound calls. For each skill, you can set the anticipated skill level, from beginner to intermediate, to advanced, to expert.

Modules can be easily combined to produce comprehensive Skills Tests that are customized for your job. For example, if your call center position is in the healthcare sector, you could add modules specifically designed for customer service in healthcare, the privacy and security rules required by HIPAA, or medical terminology.

Skills Testing for Soft Skills

When employees are working remotely, they also need soft skills that allow them to work efficiently outside the office. eSkill’s library of Pre-employment Assessments and Skills Tests gives you the tools you need to better gauge an applicant’s fit for remote work. You might want to test for skills involving problem-solving, logical thinking, or verbal reasoning. There is even a test designed specifically for remote workers.

Skills testing can get as specific as you want. If you do not find the exact Skills Tests or modules you want, you can create your own.

Video Interviews to Screen and Evaluate Candidates

Remote skills testing with eSkill can include text, audio, and video questions. You can ask job candidates to respond by video to help you see how they handle themselves.

You may want to use video recording capabilities from the eSkill platform to conduct initial screenings. For example, you could choose a pre-employment interview module from the eSkill Test Library (or create your own). Then, ask candidates to record their answers on video directly within the platform for your review at your leisure.

Recorded interviews are up to six times faster than live interviews to save you even more time. Think of all the time that can save versus countless hours reviewing resumes and scheduling interviews. It also saves time for candidates. You can attract active and passive job seekers by letting them interview when it is convenient for them.

You can pick the questions, send out the Skills Tests or interview questions with an email link, and evaluate candidates quickly when you have the time. It also provides a standardized way to interview candidates and ensure they are being judged by the same criteria.

Using video interviews also gives you a way to verify that the answers being provided are from the person you are screening. Ask the candidate to show their ID to verify their identity as part of the process.

Request a demo to see how skills tests can help you hire employees who have the aptitude and abilities to work remotely.

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Some business leaders have adapted to managing remote work teams better than others. When hiring, training, retaining, and inspiring employees working remotely, it takes a different mindset and skill set.

Here is one example that has played out all over the world in the past year. When managers are unable to see their direct reports, they often lose trust that employees are working efficiently. This lack of trust can lead to adding unrealistic expectations as well as added stress for both managers and workers. This is just one of the examples cited in a recent survey of managers, supervisors, and business leaders. Of those surveyed, 40% said they had low self-confidence in their ability to manage remote teams.

Finding high-caliber leaders that can successfully manage remote teams is essential to maximizing performance. Skills tests can help uncover their leadership skills and potential.

What Makes a Better Remote Leader?

Research done by McKinsey has identified the four consistent traits that effective leaders display:

  1. Supportiveness
  2. A strong results-focused orientation
  3. Openness to different perspectives
  4. Effective problem-solving

We will add one more skill that is essential in any workplace, but even more important for leadership with remote teams.

  1. Effective Communication

Supportiveness

Supportive leaders understand how others feel. Leaders take the time to build relationships with team members. Being authentic and demonstrating a sincere interest in employee’s lives and career goals, they build trust and inspire teams.

Strong Results-Oriented Focus

Strong leaders set a vision and tone for their team and can help employees understand the logic behind what they are asked to do. They set clear objectives and focus on results, not activity.

Openness to Different Perspectives

In the office setting, the “open door policy” for many managers was more of a saying than an actual invitation. Great leaders take the time to seek out, listen, and learn from those around them. In a remote environment, being open to different perspectives is more important than ever to avoid being limited to the leader’s viewpoint.

Effective Problem-Solving

Business leaders are constantly gathering, analyzing, and making decisions to meet goals and keep the business focused on the future. During the past year, as organizations transitioned to remote operations, few were prepared for the critical decisions that had to be made each day.

Effective Communication

With remote work teams, it is easy for employees to feel disconnected or isolated. There are fewer social interactions with other employees or drop-by meetings with leadership. Leaders need to communicate effectively and often to keep remote employees engaged. Without strong communication skills, remote teams can quickly become dysfunctional.

How to Hire Better Remote Leaders

You will notice that the traits that define leadership are more about soft skills than hard skills. Employees often ascend to leadership positions based on mastering task-related duties. Yet, as managers, it is more about the soft skills to effectively manage teams.

In the hiring process, these are the skills that are most difficult to uncover. Using skills tests can help evaluate candidates’ soft skills and leadership skills.

Skills testing helps you make fewer mistakes in hiring. Skills assessment testing can give you confidence that anyone you hire will have the skills they need to lead your organization.

Skills Assessment Test

When it comes to skills testing for the soft skills today’s remote work environment demands of its leaders, eSkill has a variety of skills assessment test tools that can help. For example, a Behavioral Skills Assessment Test provides insight into a candidate’s personality, how they work and think, how they communicate, and what motivates them. A Behavioral Skills Test can help you make sure someone fits your culture and demonstrates the soft skills needed for success.

eSkill offer prebuilt Skills Assessment Tests that can easily be customized for your organization. Here are some of the skills tests you can use to assess soft skills and leadership traits:

Available Skills Tests

Leadership skills assessments tests from eSkill include:

Management skills testing includes:

Change management, a critical skill set in managing the evolving and rapidly changing work environment includes:

Business communication skills test assess the fundamental skills business leaders need, including:

There are just of few of the more than 800 Skills Tests in the eSkill library for you to choose for just about every subject and job skill. Many of the tests are modular, which means you can combine them to help you test for exactly the skills and traits you need.

Using Skills Tests can help you more accurately assess the strengths and weaknesses of candidates being considered for a leadership role. It can demonstrate their proficiency in each of the critical areas and help you identify any gaps in knowledge where additional training might be needed.

Request a demo to see how skills assessment tests can help you recruit employees with the leadership experience that you need.

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