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Elevating Recruitment: Unique Tests to Unleash Candidate Potential

Unleashing Candidate Potential: Unique Ways to Evaluate, Tester, and Understand Potential Employees

Behind every successful business lies a hardworking and driven team of employees. Hiring the right set of individuals can be a daunting task, but a company’s moment of enlightenment often hinges on it.

A talent recruitment process is only as effective as the means of evaluating candidate potential. To help you tap into the hidden potential of candidates and ensure greater success in recruitment, we have put together a list of unique tests and approaches to evaluate and understand potential employees.

Problem-Solving Tests: Primary Keyword(s): Rubik’s cube, problem-solving, approach

Problem-solving tests are a great way to understand a candidate’s analytical, creative thinking, and resourcefulness skills. While the Rubik’s cube is often touted as a recreational activity, its also an excellent tool to assess problem-solving skills.

By giving a candidate a Rubik’s cube in an interview, you can test and gauge their approach towards problem-solving. It is not about whether they solve the cube or not, but rather how they tackle it.

The Ping-Pong Test: Primary Keyword(s): ping-pong, interpersonal dynamic, challenges

If you’re looking for a non-conventional way to analyze interpersonal relationships and identify natural leaders, the ping-pong test is perfect. It is a fun way to evaluate their response to stress and get a glimpse of how they handle challenges.

The game also gives insight into a candidate’s competitiveness and ability to problem-solve under pressure, which can be applied to navigate difficult circumstances at work. Myers-Briggs and DiSC Tests: Primary Keyword(s): attitude, strengths, weaknesses, vision, values

Standardized personality tests are widely utilized by companies globally, especially the Myers-Briggs and DiSC tests.

These tests give companies an insight into an employee’s personality, communication style, preferences, leadership attributes, weaknesses, and strengths. Once their personality types are established, you can establish teams consisting of individuals with complementary characteristics that ensure efficient work and yield success.

The Keirsey Personality Test: Primary Keyword(s): Keirsey temperament test, personality, attitude

The Keirsey personality test focuses on a candidate’s temperament, which encompasses their attitudes and values in varying situations. Employers can use the Keirsey temperament test to identify their “what” and “why” what motivates them to work, how they approach situations, and what drives them to succeed.

Once you understand what drives or hinders a candidate from achieving their goals, you can identify opportunities for self-growth and if their preferences align well with your company culture. The Desire Test: Primary Keyword(s): desire test, career goals, company fit

The desire test involves gauging a candidate’s career goals and aspirations.

Evaluations such as these enable employers to identify a candidate’s passion, which significantly influences job performance and projected growth within the company. A candidate may have similar career objectives as yours, but it is important to ensure that these goals align well with the company’s vision in the long run.

Creative Thinking Tests: Primary Keyword(s): creative thinking, on-the-spot questions, problem-solving

The power of creative thinking should not be underestimated as it often leads to unique and transformative ideas. Creative thinking tests can be conducted in several ways, such as giving a candidate an unsolvable problem or asking them to come up with innovative ideas for a fictitious company.

These tests not only evaluate their problem-solving skills, but also their ability to think outside the box and provide plausible solutions. It may also indicate how they tackle issues that require unconventional ideas in the future.

The Weirdness Test: Primary Keyword(s): weirdness, authenticity, genuineness

Incorporating an unorthodox evaluation process may seem unusual, but it can bring out the true and authentic side of a candidate. The weirdness test, however, is about genuineness, not peculiarities.

To assess their candidness, ask the candidate unpatterned questions such as ‘what is the last charity you donated to?’ As a bonus, if they answer honestly, it gives excellent insights into their personal values,and how they may address challenges in the workplace. The Trial Run Test: Primary Keyword(s): full-time employee, team dynamics, goal-setting

The trial run test is an excellent way to observe and evaluate how candidates work within a team and fit into your company’s culture.

This could be done by assigning small projects, freelance projects, or even internships that allow an opportunity to observe how candidates work, and they would equally get a glimpse of what it would mean to be a full-time employee. They will have the chance to understand the company’s vision, approach to work, communication style and whether they can synergize with team dynamics.

Evaluation Beyond the Interview: Primary Keyword(s): personality, attitude, interview evaluation

An interview remains one of the most normative ways to understand a candidate’s personality, however only to a certain degree. Evaluating beyond the interview would involve understanding their previous projects, evaluating their reviews, and any volunteer experience they may have had.

Go beyond standardized questions, and engage in conversation that addresses their goals, values and work ethics. This would help employers see if a candidate is a great fit for the given role.

Personality Indicators for Successful Leadership: Primary Keyword(s): leadership, personality, strengths, weaknesses

When hiring for leadership roles, personality indicators support the selection process, such as those garnered from the Myers-Briggs test. A candidate’s personality can directly influence their communication style, vision, approach to work, and how they react to challenges.

Evaluating not only the candidate’s skillset but also their personality, helps to ascertain if they have what it takes to drive their team’s performance and achieve set goals. Testing for Company Fit: Primary Keyword(s): company fit, career goals, visions

It is important that a candidate’s career goals and aspirations align with a company’s vision.

Companies are more focused on employee retention and development, and so hiring employees is not only to fill a position, but for long term commitment. Evaluating company fit would involve understanding a candidate’s work ethics and intrinsic motivators, how this aligns with the company’s mission and vision in the long run, and how both parties can thrive.

The Value of Creative Thinking: Primary Keyword(s): creativity, on-the-spot questions, problem-solving

Creative thinking may sometimes seem elusive, yet it is essential to problem-solving, and only a few possess natural creative thinking skills. Often, employees who possess such skillsets are innovative and think outside the box to find unique solutions that others overlook.

This skill may not necessarily be essential to their current role, but it could be useful in other situations that require quick thinking to solve a problem. In conclusion, evaluating candidates through a standardized process goes beyond asking mundane questions.

With unique approaches, employers can better understand the true potential of a candidate, align their values and goals with the vision of the company, and assemble a highly motivated team of candidates that drives success and innovation. In conclusion, evaluating candidates through a standardized process may not give a clear picture of their true potential.

With unique approaches such as problem-solving tests, personality tests, creative thinking tests, and trial run tests, employers can better understand the candidates intrinsic motivation, competencies, and values. Other evaluations beyond interviews, like testing for company fit, offer insights into whether the candidate aligns with the company’s vision and mission.

It’s crucial to hire employees for long-term commitment, retention, and development. Using these custom evaluations, companies can assemble a highly motivated team of candidates who drive the business to success and innovation.

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