For any kind of hiring be it for small-scale or the settled organization, it is important that a company considers every aspect of the person and understand if the candidate can standby the expectations or not. No doubt that such type of solution is worth to be chosen but it is also true that when you look around to hire candidates for better results, you need to be sure about the capabilities, abilities, skills, and working style. This way along with hiring a candidate you can rest assured that you are hiring candidates for the long span of time that too with years of experience. And if you want to make the right use of such type of hiring, it is important to bring little change in the hiring process.
How can changes in the hiring process be helpful?
While you look around for the hiring process that can help you, you may wonder which the right step that needs to be taken is. At first, of course, the subject matter expert can be helpful to you. But along with it, you can also think of choosing a candidate by making a good research and creating your own set of papers. Hiring process needs to have the assessment platform, which includes aptitude and psychometric test that can give you an in-depth idea about candidate’s workability and also the behavioral pattern which candidate can show when he is around the office.
Know more about critical thinking:
As we discussed earlier, aptitude test can be pretty much helpful to you for hiring. There are furthermore things that you need to know about such a test. It is categorized into many types and critical thinking test is one part of it. Such type of test is the more frequently cited skills where the employer searches for in any job candidates he may come across. The focus of such type of test is to offer the core competencies of the general aptitude since it is one indicative of the general intelligence and the ability of the person to think in a logical manner.
For applying to this test, the applicants need to make sure they demonstrate their best possible critical thinking abilities and thus have themselves evaluate for different arguments, and know the mistakes or even understand the possible consequences for any type of decision which they may have to make or put in the practice when the crucial scenario comes.
Such type of test has also related the employers who look forward to using this test for hiring needs to also administer the Critical Cognitive Aptitude Test (CCAT). Such type of test measures critical thinking, ability to learn and even the problem solving while also applying the new information. Such type of test is best suited for the mid and high level positive that needs a college degree. Thus, the position could be engineers, analysis, managers and even programmers to name a few.
Job profiles for which using such test can be helpful:
- Computer Software Engineers
- Chief Executives
- Human Resources Managers
- Office Managers
- General and Operations Managers
- Treasurers and Controllers
- Marketing Managers
- Sales Representatives
- Purchasing Managers
The focus of such test is to test the decision-making skills of candidates. It is more specially used on one of its type called the Watson Glaser Critical Thinking. The test requires candidates to identify and even define the issue and come up with the right solution. For this, it is expected that candidates collect all the important information as needed and offer a possible explanation to solve the problem. Besides it would be appreciable if the candidates also come with an alternative to deal with the situation if the previous one fails.
This type of test helps in assessing the prime three areas of the candidates and those are conclusions made on drawings, assumptions made as per recognition, and arguments made over the evaluation. This way, the candidates’ difference, deduction, and interpretation are something that is evaluated. The candidates are also given different scenarios and statements that help in evaluating them with the above-mentioned skills. The test is timed to understand the accuracy and speed of the candidates and then coming upon on the conclusion.
How to create a powerful test:
There is no hard and fast rule to create such type of test. However, you need to keep in mind that in this entire situation, it is a subject matter expert who can help you quite a lot. And for this, it is important that you focus well on coming up with a person who with years of experience can help you draw a test that is well secured and can give you quick jump on making the decision.
Another important thing you need to keep in mind is the test research. You must make as much research as you can to get a clear idea on it is power and whether it has really helped other employers as well to get better outcome.
At the initial level, to come up with such test can be quite challenging. But as you keep exploring, you will be understanding that there are maple of advantages associated with it. It is a onetime investment that gives you great returns in form of the capable candidate at the same time help you use those long hours for other work which you may have wasted while opting for personal interview.