skills assessments - online?

In my last post I mentioned the typical steps in the recruiting/selection process of new hires.  One of the steps was to perform a skills assessment, if applicable.  In an interview many candidates can really talk the talk but can they walk the walk?  I’m mean, if you are interviewing for rock star code cutters, how do you make sure they really get C++?  What if you don’t get C++, as the recruiter, but know that it is a required skill - how would you interview for that?

How can I consistently interview for certain technical skills and compare the results of candidates to make sure I’m making the right hire?

Ah yes, big companies have in-house recruiting teams and available time for testing technical skills.  But the little guy doesn’t have that - so what to do?

Lately I’ve been recommending a company called Brainbench.  Brainbench offers online skills assessments for your potential candidates.  Now because cash is king I typically only use these types of services for technical skills but they also have personality, communication, general recruiting, etc.  Also, I only put the finalists through the assessement because the tests are not cheap.  So, how does it work?

• first, based on the job description, choose the “must have” skills you’d like to test;
• create a “battery” of tests - this is so that your candidate only receives one email for a grouping of tests instead of individual emails for each test.  So in the case of a technical position you may want to choose: C#, C++, .NET, and data modeling concepts;
• put in the candidate names and email addresses;
• fill in a brief message to go out in the email;
• hit send!
• once they have finished compare the results.

It really is that easy.  With Brainbench I choose the express tests (typically 16 questions per topic) versus the standard tests (typically 50 questions per topic).  Each express test costs roughly $30 each so if you choose four topics it will cost $120 per applicant to test their skills (64 questions).

OUCH!  $120 per applicant?

Yup, but when you think about the time you would have spent in-house, testing the same skill, trying not to let emotion/preconceived notions get in the way and setting up the grid comparables you’ve spent some significant time.  Why not focus your interview time on the niche items that only apply to your company?

OK, have any guidance on what to include in my “brief message”?

I usually have given the candidates a heads up an online assessment is a requirement of the recruiting process. So, I include something like this to accompany the test:

Hello!

This is the skills assessment test that we ask our potential candidates to complete.  The idea is to demonstrate your ability and understanding of [insert what your testing - programming languages? modeling concepts?]

Please make a serious effort on this as it will definitely hold weight in deciding whether you are a sound candidate for the [insert position name - e.g. Software Developer] position at [insert your company name].

Please complete the test prior to [date, your next interview, etc.]

Good luck!

This is just one more step in making sure you have a rock star candidate in front of you.