The issue of whether employers should use skills assessments during the recruitment process recently came under the spotlight again. Accordingly to the Mailonline, “a recruiter sparked furious controversy after revealing that he had rejected a Gen Z applicant who refused to spend 90 minutes on a hiring test because it ‘looked like a lot of work’.”
Skills Assessments
So is it reasonable for an employer to require job seekers to complete a 90 minute skills assessment?
Arguments For
Arguments in favour of such skills assessments include:-
- Assessment of Actual Skills: Skills tests provide employers with concrete evidence of a candidate’s abilities. This allows them to make more informed hiring decisions based on real-world competencies rather than just relying on CV’s or interviews.
- Fair Evaluation: Skills tests offer all candidates an equal opportunity to demonstrate their abilities. It helps to level the playing field and ensures that individuals are assessed based on merit rather than subjective factors.
- Time-Saving: By having candidates complete a skills test, employers can quickly filter out those who may not have the necessary skills for the role. This saves time in the long run by focusing only on candidates who have proven capabilities.
- Identifying Potential: Skills tests can help employers identify hidden talents in candidates that may not have been apparent through traditional interviews. This can lead to the discovery of exceptional candidates who might otherwise have been overlooked.
- Demonstrates Commitment: Candidates who are willing to invest time and effort into completing a skills test demonstrate their interest and commitment to the position. It shows a level of dedication that can be appealing to employers.
Arguments Against
Arguments against such skills assessments include the following:-
- Time-Consuming & Counter-Productive: Requiring candidates to complete lengthy skills assessments can be time-consuming and arduous, especially for those who are applying for multiple positions simultaneously. This may deter quality candidates from pursuing employment opportunities with the company. This is why employers should think very carefully about subjecting candidates to overly burdensome skills assessments that could deter some candidates from applying in the first place, and end up being counter-productive. In an area where there are severe skills and labour shortages, for example, good quality highly skilled candidates are likely to receive many good offers of employment. Are they really going to want to subject themselves to a lengthy and onerous skills assessment when they are likely to be receiving good offers on the basis of one straightforward interview from other potential employers? It would be hardly surprising if their reaction was no.
- Resource Intensive: Designing, administering, and grading skills assessments require significant resources from employers. This could be particularly burdensome for small businesses or startups with limited budgets and manpower.
- Potential for Bias: Despite efforts to create unbiased skills assessments, there’s still a risk of inherent biases influencing the evaluation process. Factors such as the design of the assessment or the criteria used for evaluation may inadvertently favor certain groups of candidates over others.
- Skill vs. Performance Discrepancy: Skills assessments measure candidates’ abilities in a controlled environment, which may not always reflect their actual performance in real-world scenarios. Some candidates may excel in assessments but struggle to apply their skills effectively in practical situations.
- Candidate Experience: A poor candidate experience can tarnish the employer’s reputation and deter potential applicants from considering future opportunities with the company. Lengthy or overly challenging assessments may leave candidates feeling frustrated or discouraged, leading to negative perceptions of the employer brand.
Conclusion
Whilst skills assessments offer numerous benefits, including objective evaluation, accurate skills matching, and efficient screening, employers should avoid assessments that are excessively time-consuming and arduous to the point where they deter quality candidates from applying. In a market where there are severe skills and labour shortages, for instance, lengthy and onerous skills assessments are likely to leave the employer at a competitive disadvantage as its highly likely that quality candidates who are likely to get many good offers will focus upon those employers who will be making their minds up quickly on the basis of one simple interview. That is, those candidates will take the view that that kind of approach makes the best use of their time.
