As recruiters and hiring managers, we’ve all made bad hires. I distinctly remember one. Let’s call him “Jim.” Jim was charming, nailed his interview, and had a resume that made him sound like a wizard in data analytics. The hiring manager and I were convinced we had struck gold. But by week two, it became painfully obvious that Jim had a flair for talking but not much else. Simple reports took days, and his ‘deep analysis’ turned out to be more fluff than substance.
Eventually, the hiring manager and her team were left picking up the pieces and explaining to bewildered clients why reports weren’t ready. Lesson learned.
When we reopened this position, we vowed not to make the same mistake. We created a simple but effective selection test to assess candidates’ ability to analyze data, interpret results, and generate actionable insights within a reasonable timeframe. What we learned shaped our hiring process for the better. Here’s how you can do the same.
The Dos of Selection Testing
1. Do Match Tests to the Job Requirements
Ensure your tests reflect the actual job duties. For our data analyst role, we tested candidates on real-world tasks, like cleaning datasets and presenting findings. This approach allowed us to see how they’d perform on the job—no fluff, no rehearsed answers.
2. Do Use Testing as One Part of a Holistic Process
A good hiring process uses multiple methods to assess candidates, and testing should be just one tool. It complements interviews, reference checks, and work history reviews, offering a well-rounded perspective on each candidate’s capabilities.
3. Do Respect Candidate Time
Our test was designed to be completed in about 90 minutes, striking a balance between thorough evaluation and respect for candidates’ time. Asking for a full workday test upfront risks alienating talented individuals who have other commitments.
4. Do Provide Feedback (When Possible)
After implementing the test, we noticed how much candidates appreciated feedback—even if they weren’t chosen. Sharing constructive insights helps foster a positive candidate experience and maintains a good employer brand.
The Don'ts of Selection Testing
1. Don’t Test for Trivia
Avoid making candidates jump through irrelevant hoops. For our analytics position, we didn’t ask them to recite obscure statistical formulas from memory. We focused on practical, job-relevant tasks to assess their real capabilities.
2. Don’t Use Testing as a Gatekeeper for Entry-Level Roles
Complex tests are better reserved for senior or specialized roles. For entry-level positions, we opted for simpler evaluations that tested learning aptitude and basic skills rather than requiring full-fledged expertise.
3. Don’t Overlook Bias
We carefully reviewed our test to ensure it was fair and inclusive, avoiding any biases that might disadvantage certain groups of candidates. This step was critical in creating a test that was as objective and equitable as possible.
4. Don’t Over-Rely on Automated Scoring
While automated tools helped with initial evaluations, human oversight was crucial. We often found that a candidate’s approach to problem-solving said more than just getting the “right” answer.
Selection testing helped us avoid another “Jim” situation and brought clarity to our hiring process. Testing done right helps you spot talent, avoid costly mistakes, and, most importantly, build a stronger team.
So next time you’re tempted to go by gut feeling alone, remember: a little test can go a long way in separating the talkers from the doers.