We spend more than one-third of our day at work with our colleagues and bosses. These are important relationships in our lives. But do you wonder how can we decide in a 30 minutes interview, whether a person fits into our organization? It takes a lot more than a job interview to know about a person and to make a decision whether they fit into your team and organization’s culture. Today we want to talk about what other tools do we use to understand a job applicant better. 

Tests and Assessment Tools

There are a variety of tests and assessment tools available for use. These tests will assess the candidate’s cognitive ability, personality, job simulation, sales, and technical, language skills, cultural fit, etc.

If you search for assessment tools, you will see more AI-powered tools are coming up. The use of chatbots to do the initial screening is becoming popular. Particularly in organizations that embrace technology.

Why do we need these tools? Using at least more than one assessment tool will reduce unconscious bias. It will foster a data driver HR culture.

You can choose the tests that best suit your needs based on a few factors:

  1. What do you need to assess?

Depending on the position you are hiring for, it can be intelligence, personality, and reasoning, or job-specific skills like code evaluation platforms and typing test tools.

  1. Cost

Recruitment costs can be high and to remain within your budget, you may need to look at the cost-benefit analysis.

  1. Integrations and API

If you use an Applicant Tracking System [ATS], it is important to check if the assessment tool will integrate with the ATS. This will save you a lot of time and effort.

  1. Data and Reports

You need to look for tools that provide reports that you can interpret and use.

These tools are very useful but we need to remember a few limitations as well. Some of these tools can be vulnerable to racial and ethnic differences. Candidates can manipulate the results if they know how to. Some candidates may find the personality tests as an intrusion.

Use these tests in combination with interviews. Consider the results as one of the many dimensions to make a hiring decision


Interviews are still the primary tool used to assess a candidate’s abilities and fitment into the position.

Interviews have become more structured over the years. Having a skilled interviewer is important to make assessments based on interviews. Organizations rely on asking interview questions and observing candidates’ body language. While behavioral and situational questions can be effective if you are trained to use them, these are not free from bias.

Most organizations ask the hiring managers to interview the candidates. Hiring managers are good subject matter experts in their jobs. But they are not always trained to do interviews. HR can play a big role here, providing tools and training to the hiring managers. You can train them to ask a standard set of questions. This allows you to compare evaluations, even if they’re done by different interviewers.

Interviews with multiple people are always useful. This reduces bias.

Job Simulations

These are more useful than a traditional interview. Job simulations, such as in-person assignments, online exams, role-playing, presentations give more information about the candidate’s abilities.

Some of the common examples:

The candidate needs to complete certain tasks such as responding to emails, taking phone calls within a set amount of time.

You present a work-related scenario to the candidate. Ask the candidate to use their judgment and provide a solution that can resolve the situation at hand.

Ask the candidate to complete certain activities that are like actual tasks they would perform on the job. Examples include writing code or completing an onsite construction task.

You can use a combination of tests, interviews and job simulations. This will be driven by the position you are hiring for and what are you wanting to assess in a candidate’s profile. It is recommended to use more than one selection tool. This will give you more information and reduce bias in the hiring process.

If you need help with your hiring and selections process, please contact us for a free consultation.