Announcing Greenhouse’s Integration with Criteria Corp

criteria_greenhouse

 

Josh Millet 


This is a guest post by Josh Millet. Josh is the Founder/CEO of Criteria Corp, a leading provider of pre-employment testing services. Read on to learn more about how Criteria’s aptitude, personality, and skills tests can help you make better hiring decisions. 


A company's employees are its most important asset, and hiring the best talent is one of the most critical activities for any business. Pre-employment tests are one way to gather objective, standardized data on candidates during the hiring process. 

Finding the right employees for your organization can be incredibly time consuming – one study estimates that for every corporate job opening, an average of 250 resumes are submitted. Pre-employment tests save you time and money by filtering through unwieldy applicant pools so that you can focus on the applicants who are qualified for the job. The result is more productive employees, reduced turnover, and less time and money spent on hiring and training costs.

Criteria Corp’s portfolio of aptitude, personality, and skills tests allow you to get a comprehensive overview of your candidates. Our intuitive web-based service allows you to administer any of our tests within our portfolio on a subscription basis without any per-test fees.

How does this integration benefit Greenhouse customers?

Greenhouse’s integration with Criteria Corp allows you to seamlessly administer Criteria’s tests to candidates and view the results all within your Greenhouse account. These tests can objectively measure many of the skills and personality traits listed in the Greenhouse Candidate Scorecard. The integration makes it easier for you to quantify your candidates’ skills and qualifications based on objective score reports, all unified within a single system.   

Best practices to keep in mind when using pre-employment tests

1. Which tests should I administer?

Test selection is the first and probably most important step in implementing a pre-employment testing program because it is critical that you use tests that measure job-related abilities and skills. The key to ensure any selection procedure is valid and effective is the so-called rule of "job-relatedness,” or in other words, verifying that the tests are assessing skills that are actually related to the job and therefore legally defensible.

Criteria Corp’s testing platform, HireSelect, makes it easy to select tests that are related to a particular job. With the Job Profiler tool, you can search from a list of over 1100 job titles to generate customized recommendations for which tests to administer for that position. 

2. When in the hiring process should I administer tests?

Criteria generally recommends administering tests as early as possible in the hiring process. Using tests early in the hiring process allows you to more efficiently filter through large applicant pools to find the most qualified candidates to move through the next stage of the process.  Criteria makes it easy to administer tests at the front-end of the process by providing links that can be placed directly into an online job posting. This means that candidates who are interested in applying for that position are immediately prompted to take the test as part of the application process, integrating Criteria’s validated test results seamlessly with the rest of your candidate data. 

3. How much testing is appropriate?

The more objective data you can gather on a candidate the better, and administering multiple tests can be a great way to gather that information. Employers, however, should be cognizant of the amount of time a candidate will reasonably spend on testing in the application process. Administering 4 hours worth of tests may provide a multitude of data, but it may also vastly limit the number of applicants who make it through the whole process. Criteria Corp ran the numbers and found that there is indeed an average amount of time that candidates will follow through with testing until test completion rates begin to decline, and that number is about 40 minutes. Limiting the testing time to under or around 40 minutes should provide valuable candidate data without deterring candidates from completing the application process.

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