Different organizations employ communication tests in a number of ways. However, certain fundamental rules should always be followed. This increases the likelihood that the exams will be effective in identifying the proper recruits.
If hiring teams want to speed the recruiting and selection process, they must understand how to use communication testing effectively. Here are the most effective suggestions for hiring teams looking to get the most of their communications testing.
Know the work role.
Communication assessments must be tailored to the job’s specific requirements.
That includes taking the time to learn more about each offered position. Hiring teams will need to discuss the role with the necessary managers and team members to gain a better understanding of the responsibilities. The more the hiring team understands the role, the more effective the test.
Customize the test for the role.
When questions can be tweaked and adapted to fit a certain function, the results will be significantly more beneficial in selecting the best candidates and shortlisting them for the next round. This can save time, money, and precious resources.
As a result, they can be customized as required. Using the same communication test for a managerial post as you would for an entry-level or shop floor position will result in biased results with limited predictive relevance. Every recruiting team must first identify the position being filled before developing a communications exam that is best suited to that role.
Anonymize the testing.
Every recruiter and member of an HR team is acutely aware of the problems caused by hiring prejudice. It is one of the most serious issues confronting organizations and employing teams in the modern world. When team diversity provides so many benefits, recruiting managers must be able to find the proper candidates without conscious or unconscious bias.
Anonymized testing reduces bias, allowing you to shortlist individuals from a larger talent pool, so boosting the business.
Communication exams that are not anonymised expose the recruiting process to prejudices, which can harm both the recruitment process and the business.
Understand the aim of each question.
Every question on a communication test should have a purpose. Otherwise, the hiring team will be unable to determine the worth of the response they receive. That is why so many hiring teams delegate test generation and analysis to a third party.
A communications test will only be meaningful and result in good hires if the team analyzing the results of each test understands what they are looking for. Communication test results must be accurately measured, which is only achievable when each question has a defined goal.
Are workplace communication tests fair?
A fair employment procedure must be impartial, non discriminatory, and consistent. To ensure that the entire process is fair, some specific goals must be satisfied. Tests, like selection criteria, must be developed to reflect work requirements.
Representative of the role.
Capable of measuring essential qualities.
Clearly stated intent
Pre-screening exams are an effective technique to assure a fair recruitment strategy. It means that the hiring team must make all necessary provisions throughout the process to ensure that no candidate is disadvantaged. This is especially true for legally protected features.
Unlawful discrimination can be easily avoided if the employing crew is properly trained. They should:
Not making any stereotypical assumptions.
Understand the scoring of communication tests.
Be able to use testing effectively while just asking pertinent questions
Anonymous findings are critical to avoiding problems with unfair or illegal recruiting practices. This assures that the employment process is fair, free of bias, and legal.
Job seekers gain greatly from a well-designed pre-screening testing process. This is because it reduces the time to hire (which is ideal for those who are looking for work right now), improves the interview process, and helps them stand out.
There’s also the fact that conducting communications exams online eliminates the need for candidates to make several visits to the office. This can result in significant time and cost savings. It also implies that the company is less restricted by region and has more access to a larger pool of talent.
What kind of questions can be asked during workplace communication tests?
Checkster found that 78% of applicants mislead on their applications. This is where skill testing comes in. When it comes to communication skill tests, those exams can identify individuals who may have been overly enthusiastic on their application forms and resumes.
It all depends on the types of questions asked on the tests. If the communication test includes the appropriate questions, the recruiting team will be able to make better informed and practical judgments.
Here are some generic sample questions you might encounter in a communication test. Remember, hiring teams must tailor their examinations to the needs of the job role.
Example 1: True or untrue.
With true or false questions, candidates simply read the sentence and write (or type/check the box) ‘true’ or ‘false’ in the designated place. Examples of true and false questions used in communications examinations could be:
Communication is solely about sharing information.
Effective communication is critical for effective and profitable workflow in a firm.
Example 2: Situational questions
These are the questions that present a scenario and provide applicants with numerous options for their response. This is one of the more typical types of questions you’ll see on a communications assessment test because it encourages candidates to think about their responses more. This type of question could look like this:
A customer has come into the store, furious over a product they bought two weeks ago. They do not have a receipt, but you remember them purchasing the product. The consumer is disrupting the flow of other customers. Select your response from the following:
1) Give them a refund.
2) Shout at them and ask them to leave.
3) Explain that without a receipt, you can’t issue a refund, but you’re pleased to give them shop credit to match the price.
4) Call a manager, describe the situation and ask for assistance.
Example 3: Short replies.
With these questions, candidates are given assertions that require precise responses. They may look like this:
Identify two types of nonverbal signs that people employ to express anger.
Identify four body components that we utilize to communicate, except the mouth.
These tests available on Mercer | Mettl website may be more useful later in the recruiting and selection process for individuals with a small number of applications, particularly for highly trained and specialized occupations. These tests can help narrow down a shortlist even more.