Employers screen and assess prospective employees using various pre-employment procedures in today’s cutthroat labor market. Assessment exams and resume reviews are two typical pre-employment procedures. They both serve vital functions for companies to use in the hiring process but have distinct advantages and disadvantages.
The typical pre-employment procedure that has been in use for decades involves resumes. They act as a succinct review of a candidate’s training, professional experience, abilities, and accomplishments. The first point of contact between an applicant and a potential employer is typically a resume, which is used to ascertain whether the individual satisfies the position’s minimal requirements.
Types of Resumes
A candidate may choose from a variety of resume formats to highlight their qualifications. The most popular resume types are combination, functional, and chronological.
Advantages of Resumes
Employers can swiftly evaluate a candidate’s credentials and determine whether they fulfill the position’s minimal requirements by looking at their resumes. They also give candidates a clear and organized way to present their qualifications and experience.
Disadvantages of Resumes
The extent to which a resume may accurately portray a candidate’s qualifications can be constrained. Also, they depend on the candidate’s honesty, which isn’t always the case.
In recent years, assessment tests, a more contemporary pre-employment procedure, have grown in popularity since the rise of the remote jobs such as software engineering jobs. These exams are intended to evaluate a candidate’s mental faculties, character attributes, and job-related competencies. Aptitude tests, personality tests, and tests tailored to a particular job are examples of assessment tests.
Types of Assessment Tests
During the pre-employment process, an applicant might be required to take a variety of evaluation exams. The most popular kinds are tests of cognitive ability, personality, and job specificity.
Advantages of Assessment Tests
Assessment tests can assist forecast work success and give a more complete view of a candidate’s skills. Also, they lessen the reliance on arbitrary criteria, such as one’s own biases or unreliable resumes.
Disadvantages of Assessment Tests
The administration of assessment tests can be time-consuming and costly. If not created and used properly, they may potentially be biased and inaccurate.
Comparing Resumes and Assessment Tests
Assessment exams and resumes are both significant pre-employment procedures, but they serve different functions and have different advantages and disadvantages. Employers can swiftly evaluate a candidate’s credentials and determine whether they fulfill the position’s minimal requirements by looking at their resumes. Assessment tests can assist forecast work success and give a more complete view of a candidate’s skills.
When to Use Resumes
When companies must swiftly assess a big number of applicants and choose the most qualified ones, initial screening is when resumes are most useful.
When to Use Assessment Tests
The final stages of the employment process, when employers need to better assess a candidate’s talents and forecast work performance, are when assessment tests are most useful. They are helpful for tasks that call for particular abilities or character traits.
Assessment exams and resumes both have a significant impact on the hiring process. Candidates can be quickly and easily screened based on their education, work experience, and qualifications using resumes. Assessment exams, on the other hand, offer a more thorough analysis of a candidate’s talents, knowledge, and skills. Employers can better assess a candidate’s potential and make knowledgeable recruiting decisions by combining these two techniques.