Recruitment and selection tests: the best ways to screen candidates


Os testes para recruitment and selection process vieram para revolucionar o mercado de RH. Certamente você já ouviu falar deles, mas como a empresa em que você trabalha vem utilizando esses testes?

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Despite being part of the daily life of large companies, small and medium businesses are still unfamiliar with recruitment tests. Amazingly, there are há empresas que ainda usam o the resume as a form of selection.


A tecnologia veio escancarar e mudar conceitos, isso é fato. Porém, será que as empresas a estão usando corretamente? Até que ponto as contratações estão sendo realmente efetivas e a tecnologia está ajudando a reduzir custo nessa área?


These are the questions that need to be answered. After all, the main objective of recruitment tests is to improve the selection process, evitando a necessidade da recontratação e por consequência evitando um custo mais elevado no processo. Neste texto, iremos abordar:


  1. A efetividade de testes para recrutamento e seleção
  2. What are these psychometric tests?
  3. Understanding the candidate's improvement points, desires and anxieties
  4. Types of tests for recruitment and selection
  5. Using the right test for the right position
  6. A summary about Mindsight
  7. Mindmatch - A complete method with proven results
  8. Put your company ahead of the market


1. A efetividade de testes para recrutamento e seleção


Testes para recrutamento e seleção: são efetivos?
A good way to avoid hiring based purely on screening resumes is to structure a selection process with psychometric tests, interviews and, depending on the scenario, case resolution.


We are not saying that the resume needs to be discarded. Far from it. But it does not need to be used in all cases, only in specific cases.


An example of this would be the necessidade de uma certificação específica hiring due to regulatory requirements, such as a pharmacist, for example. However, to what extent does the resume indicate the profile of this professional?


Note that the resume the resume may guide the company to know that the professional actually meets the regulatory requirement, but it is not enough to know if it is aligned with the organizational culture of the company.


Nevertheless, os testes acabam garantindo efetividade. In other words, it is easier to get to know what the candidate's desires are, their (his/her) expectations, their way of seeing the world and, with that, to know if they fit the profile of the company.


A candidate with a desirable resume is not always the best candidate. In many cases, the company is looking for someone that can be molded in its own (company) way, and a candidate who has extensive experience can bring on unwanted habits.


On the other hand, in other situations, for more senior positions, for example, the company may also be looking for a candidate who brings extensive experience, regardless of whether he comes with work habits or not. But the cultural fit and the appropriate profile for the position remain relevant.


Thus, to precisely improve improve this screening process, recruitment tests are necessary. In addition, there is a huge reduction within the screening process, and as the old saying goes "time is money".


2. What are these psychometric tests?


Well, until now we talked about how technology can help hiring and how recruitment tests can help in this process, but now the following question comes up: how are psychometric tests done?


In general, psychometric tests are formed by a standardized series of exercises or questions that aim to assess a specific individual characteristic of the candidate.


Sendo assim, por meio desses testes é possível identificar as habilidades que tem, o conhecimento, as aptidões, as atitudes, os interesses e até mesmo a personality traits. O resultado é dado por indicadores de características.


Thus, when measuring various items, it is possible to arrive at more reliable and valid results for the characteristic indicator. A psychometric test will thus identify the candidate's characteristics regardless of their background.


As it is possible to see, when evaluating the necessary characteristics of the candidate through a psychometric test, it is possible to avoid bias no momento da seleção, e chegar a um resultado muito mais preciso.


3. Understanding the candidate's improvement points, desires and anxieties


Com testes de recrutamento e seleção você entende as dores e anseios do candidato.
With recruitment and selection tests you can better understand the candidate's improvement points and desires.


Nowadays, there is a lot of talk about empathy. Mainly aimed at understanding the final consumer and avoiding waste of productivity by adding values that do not really make a difference to the customer.


Essa mesma lógica deve ser levada para o processo seletivo. Quanto mais empatia for empregada no processo seletivo, mais efetiva será a seleção. Ainda é comum ocorrerem diversos tipos de vieses na seleção como:


  • Confirmation bias - In which people prefer information that confirms their beliefs and hypotheses, regardless of whether they are true
  • Halo Effect and Horn Effect Tendency of a positive or negative first impression that will interfere in the positive or negative evaluation of the entire hiring process
  • Self-serving Bias Have a more positive perception of yourself than actual reality.


Note that these biases that often occur in the interview or resume evaluation processes end up breaking all empathy. It is as if the recruiter is looking for a candidate who speaks what he wants to hear.


It is precisely to break this paradigm that the tests for recruitment and selection started to present themselves as an excellent hiring tool.


Through them, it is possible to really understand the candidates' improvement points, their desires and anxieties, the positive and negative experiences they have already gone through, the marks that have been generated, their future perspectives, and the way they see the world.


Finally, when identifying these set of factors, there is greater precision in the selection process, which avoids any rework and, consequently, decreases selection costs.


4. Types of tests for recruitment and selection


We have seen so far that selection tests help to hire better. But how to use these tests? In fact, what are the types of tests that can be used?


We have said so far that it is necessary to use recruitment and selection tests to improve the hiring process. Now, let's explain a little bit about each of these tests that can be used in your company.


Personality test

There are personality tests that help employers get a comprehensive picture of a candidate's profile. Personality tests often measure things like extraversion, assertiveness, communication, analytical skills and more. There are many methodologies on the market, such as DISC and MBTI. The current most scientifically validated methodology is the Big Five. Big Five.


Job knowledge tests

Tests are often created to understand the candidates' degree of knowledge on specific subjects that are required to perform in the job. It usually occurs for more technical or more senior positions.


Cultural Fit reviews

These assessments often compare a candidate's preference for some cultural factors versus the actual culture of an organization for which they are applying. These assessments help companies understand how a candidate's values align with their organization's values.


Cognitive ability test (reasoning)

These tests help to estimate each candidate's ability to use mental processes, assessing important cognitive skills such as fluid, logical, verbal and numerical reasoning.


Hard skills test

Algumas posições exigem que os candidatos tenham hard skills to qualify for the vacancy. Typing speed, proficiency in a foreign language and software programming are examples of hard skills at work.


Situational Judgment Test - SJT (Situational tests)

The Situational Judgement Test, or SJT, presents candidates with different scenarios that they may face in the job for which they are applying. They are designed to assess how well candidates handle different social situations in the workplace.


Personal skills assessments

As habilidades pessoais são as habilidades não técnicas necessárias para executar um trabalho, como boa comunicação, resolução de problemas, trabalho em equipe e integridade. Os recrutadores podem avaliar candidatos e contratar aqueles que tem as habilidades certas para a posição, se as tarefas específicas do trabalho puderem ser aprendidas ao longo do tempo.


Other recruitment and selection tests

There are also some other types of tests for recruitment and selection. For example, some companies require drug testing as part of the job vacancy screening, and others require tests of physical ability.


The video below explores more about different tests that can be used for recruitment and selection:


5. Using the right test for the right position


It became clear that each type of test is used in a given situation according to the prerequisites of the ob vacancy.


The profile for a programmer's position should not be the same as a sales manager's position, for example. One needs to be much more analytical, and the other needs to have a much greater communication power.


Every company needs to have this very clear during the process, and thus know how to apply the recruitment tests more appropriately.


However, this is a point that ends up making many HR professionals get lost, as the professional ends up not knowing how to compile the tests. And not all software is capable of carrying out a battery of tests effectively.


Having a program that makes it possible to carry out a battery of tests suitable for different types of selection process is essential to help the HR department in this journey. That's where Mindsight comes in.


6. About Mindsight


Mindsight is a company that combines organizational psychology with technology. Its objective is quite simple: to predict performance.


Therefore, the system used joins these two points in order to help companies select the best candidate for a given job vacancy.


Several studies have already shown that there is a low correlation between educational qualification (the famous resume) and performance. In addition, of course, to what we have already said: a resume selection process leads to several unconscious biases against minorities.


This has a lot to do with our purpose: ajudar as empresas a tomar decisões sobre pessoas mais precisas. Os testes psicométricos, juntamente com algoritmos de Machine learning algorithms that we use to guarantee this assertiveness, make up Mindmatch, our recruitment and selection product.


Find out about the product in the next section.


7. Mindmatch - A complete method with proven results


Mindmatch é a melhor bateria de testes de recrutamento e seleção
Mindmatch screens, and Mindsight provides the solution.


Mindmatch is a software that uses scientifically proven methods in order to predict future performance. This result is obtained through psychometric tests and Machine learningmachine learning algorithms. In other words, we use artificial intelligence to help the selection process.


This is an intelligent and agile solution to screen candidates in an analítica, precisa e justa. Through a combination of psychometric tests and artificial intelligence, we are able to predict who are the most suitable candidates for a given job vacancy.


We also take into account, the candidate's innate potential . Thus, it avoids prejudices that may arise in the selection process, as it does not take into account background and any physical characteristics, making the process much more just. background information e nenhuma característica física, tornando o processo muito mais justo.


For each type of company and their job opening, different algorithmsare used, according to what makes the most sense in that context. The algorithms can be chosen from some standard models that Mindsight has, or customized models can be built for the company.


Com isso são eliminados o achismo e também o viés, algo bastante comum em um processo de contratação. Isso ajuda não somente sua empresa a contratar de maneira mais precisa, como também a se tornar uma empresa mais diversa.


8. Put your company ahead of the market


As our system does not take into account age, gender, race, among other sources of bias, your company becomes more diversa. This prevents the emergence of a predetermined pattern of candidates.


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It doesn't matter if the male person has long hair or if the female person has short hair. What are taken into account are the characteristics such as personality, reasoning ability and social, motivational and cultural fit.


These are the aspects that will make a difference in the daily life of the company. Furthermore, a diverse work culture is also essential for creativity to be a natural part of your business.


Hoje, mais do que nunca é preciso pensar fora da caixa. É preciso pensar em soluções nunca antes pensadas. O mundo está em constante transformação.


Many companies are falling behind precisely because they do not keep up with technology and world trends. Therefore, it is necessary that a company reinvents itself every day, always finding new solutions to the most varied of problems.


There is no more time to do it the same-old-way and expect for different results. The outcome of an organization depends on the people who work in it. And these people are there because in one way or another they were selected by the company.


Então se você quer fazer diferente, quer reduzir custos com processo seletivo e ao mesmo tempo ter uma contratação mais ágil e efetiva, please contact us.Let's change the human resources market together.