This guide covers everything you need to know about pre-employment assessments - how they add value to the recruitment process and how to choose the best pre-employment assessment software for your organisation.

Hiring a new employee takes a lot of information-gathering. The problem with gleaning candidate insights the traditional way - through resumes and interviews - is that hiring managers and recruiters often don’t get the ‘full picture’. Research shows that 46% of resumes contain lies, and interviews aren’t an overly good indicator of job performance. 

That’s when pre-employment assessments walk in and save the day. They introduce an element of objectivity into the hiring process by providing reliable indicators of:

Your software should save you time and improve your hires 

High-volume recruiters and hiring managers generally spend too much time assessing candidates, only to make hiring mistakes that negatively impact on business performance. One survey found that on average, companies can lose $15,000 per year per ‘bad’ hire. Multiply that over the thousands of people you may hire per year and the costs add up fast. 

Pre-employment assessments solve these problems: they reduce the time hiring managers spend on reading resumes and conducting interviews, reducing the cost involved in hiring and providing data that increases the quality of hiring decisions. These benefits are compounded when you factor in reduced turnover and better workforce productivity. 

Here’s what good software should do for you:

When used effectively, pre-employment assessments help organisations hire the best candidates for both the role and the organisation. This means a better quality of hire long-term.

For organisations with a high turnover rate, driving efficiency in the recruitment process is a must. With the right pre-employment assessment software (more on this later), it's easier for recruiters to gather more information about more candidates faster. 

Hiring managers must overcome hiring bias (conscious or unconscious) to support a diversified workforce, and pre-employment assessments help eliminate that worry by narrowing candidates based on skills, behaviour and traits - rather than background or demographic. 

The hiring process is about more than just finding the right candidate, it’s also about ensuring that any applicants who engage with your business have a good experience too. They might not be the best fit for a specific role, but they might be people you can approach in future to fill a different position. 

69% of candidates who had a negative experience would rarely or never apply again. Pre-employment assessments enhance the candidates’ experience by making sure they end up in jobs that are best for them too. 

Choosing the right pre-employment assessment software

Like selecting candidates, you want to make sure you choose the best-fit pre-employment assessment solution for your organisation. 

Here are some questions you should be asking 

Top pre-employment assessment systems 

Here are our top picks from the pre-employment software market today:








Evaluate with consistency, hire with confidence

A robust hiring process that incorporates pre-employment assessments will ultimately deliver a better quality of hire. This means recruiters and hiring managers spend less time shuffling through stacks of resumes and ensures that the right candidates are placed in the best-fit roles. Further optimise that process by integrating pre-employment assessment software, and you’ll also have the tools you need to build a better candidate experience.

Ready to make better hiring decisions? Book a demo with Weirdly today.