Good assessments always begin with the specifications of clear, measurable, and specific objectives. Assessments are created to measure a candidate's skills, knowledge, and command on the respective domains. Interview Mocha provides a super easy assessment tool to assess candidates through its quality tests on various skills.
Testing helps employers gauge a candidate's knowledge, aptitude, cognitive skills, job-fit, and job readiness, giving you a clearer picture to make a data driven informed hiring decision.
We have listed down some of the Best Assessment Creation Practices that will help you in getting the most of the software while enhancing candidate experience at the same time.
1) Choose the right tests
Choosing the right tests based on the job-roles is of prime importance. In order for the testing results to be of any assistance to make a decision, it is important that the chosen test reflects the skills and traits that the candidate should possess for the job-role. For E.G. For a Bartenders test, the most important aspects will be Memory, Organization, Communication, Flexibility, and hospitality. Giving Accounting tests, to such candidates will not yield any results as accountancy is not the skill set that a bartender must possess. Instead an Aptitude test, will give more profound results. Interview Mocha has a comprehensive test library with details on each test page outlining the job roles that it is best suited for.
2) Keep the test under 30 minutes
When you choose the right test, keeping the test under 30 minutes can give you significant data to take an informed decision. Tests that have a duration higher than 30 minutes tend to have a higher drop in completion rates. Candidates do not like to give tests that are lengthy. Keep your tests short with a balanced question to time ratio. For .E.G. for a MCQ (Multiple Choice Question) test of 40 questions the ideal duration would be 20 minutes, but for a Coding test of 15 marks, 45 mins to 60 mins is an ideal time.
3) Set the right Cut - Off Percentage
Set the appropriate cut off percentage depending on all parameters like test level- Entry, Intermediate, Advanced, No. of questions and the Time allotted. For an entry level position, setting the cut-off percentage of 80 or 85 will make it difficult to get a pool of candidates. On the other hand, if you want to have candidates of the highest quality for a senior position, you can keep the cut- off percentage accordingly.
4) Enable Image Proctoring and Window Violation
Image proctoring is a great feature useful for remote assessments. With Image proctoring you can procure images of the candidate while attempting the test. This will help in ensuring that the candidate has not used unfair means to attempt the test. Enabling window violation is also recommended.
These are some of the tips that will help you in creating the perfect assessments for your candidates which in turn will enable you to take informed hiring decisions.