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How to Evaluate New Hires?

12 min read

how to evaluate new hires

“My CEO is constantly asking me to fill our open job role as they are critical for our organization’s strategic operations, but I’m still not able to find the right candidate,”

This is not an isolated case. The scene is similar in other organizations too. Infact, 76% of hiring managers face a similar problem in their organizations.

It’s not just the lack of technical skill, but more about the candidate’s attitude and behavior to fit in the office environment and culture.

Hence, it is not uncommon to see employees leaving an organization because of environmental misfit, which affects a company’s bottom line.

Then what is the solution to this profound problem?

Well, it might not sound simple but, assessing the new hires to check their adaptability can be one of the best ways.

How to evaluate new hires?

new hire evaluation tips

Evaluating the new hires gives the organization better insight into the candidate’s behavioral patterns, which can be masked during the interview phase. It also helps in framing strategies to retain these employees for a longer period.

A survey reveals that almost 17% of the new hires leave within the first 30 days, and 30% leave within the next 60 days.

Here, are a few tips on how to assess new hires:

  • Attract the right candidate

A Gallup survey reveals that a company needs to attract the right talent. This can be done by creating and communicating your brand story and employee value proposition to attract the right talent that understands and fits your organizational culture.

As a hiring manager, you must know your organization’s culture well and take the new hire on a cultural journey to assess and understand if the candidate would be a good fit.

  • Find candidates who are committed

Gartner says, “Surfacing signals of candidate commitment helps HRs in distinguishing between job surfers and committed candidates.” Talent acquisition costs are soaring high and hence it is imperative for HR managers to find candidates who are committed and not just job surfers. 

For example, for its high-volume roles, hotel giant Hilton has introduced a complete automated screening process that filters out passive candidates from seriously committed candidates. Healthcare multinational company Roche uses a complex business challenge while hiring its mid-level management candidates to identify only the serious candidates.

  • Data-Driven Recruitment

Data-driven recruitment process is a crucial tool for new-age recruiters. It enhances the overall decision-making process by utilizing Applicant Tracking System (ATS) to leverage the hiring process and provide critical data on various hiring metrics like candidate sourcing, time-to-fill, and efficiency of the process. 

67% of hiring experts agree that data-driven decision-making will be a game-changer in the near future. The data garnered by ATS helps organizations in making informed decisions that saves their time and resources. Predictive analysis improves the likability of hiring better talents in the right positions. It overall reduces the risk of making costly errors in the hiring process.

  • Entrepreneurial Attitude

Candidates with an entrepreneurial attitude often possess a proactive approach to problem-solving, innovation, and taking calculated risks. Hence, hiring managers hunt for candidates with a similar mindset. 

Organizations with engaged employees experience 21% higher profitability. This underscores the importance of technical expertise, cultural adaptability, and innovation among candidates. Behavioral interview questions, situation-based assessments, and case studies evaluate a candidate’s ability to think creatively and strategically.

  • Culture Fit

Culture-fit hires impact a company’s long-term sustainability and employee satisfaction. 88% of hiring managers believe that the cultural fitness of a candidate is crucial for new hires. 

Behavioral hiring questions and involving team members in the process help ensure the cultural compatibility of the new hires. Companies focusing on cultural fit have higher employee engagement and lower turnover rates, as it fosters a sense of belonging.

  • Soft Skills

Soft skills are more crucial than the technical competency of a candidate in an organization. A Harvard University survey states that 85% of job success comes from well-developed soft skills.

Reference and background checks of the selected candidates offer a complete understanding of the candidate’s interpersonal competencies, which impacts the overall success of the candidate.

  • Work Ethic

Metrics like meeting deadlines and project completion provide insights into a candidate’s work ethic. 75% of organizations tend to hire candidates with a strong work ethic rather than technical competency. 

During the interview, questions on time management, handling high-pressure situations, and critical tasks help interviewers assess a candidate’s work ethic. Another effective way is scenario-based questions, where candidates demonstrate problem-solving, time management, and commitment to achieving desired results.

  • Collaborative Skills

Collaborative skills are the ability of a candidate to work effectively with others, communicate thoughts, and contribute towards a positive work environment. Teams with a higher level of collaboration outperform their competitors.

Group interviews, case studies, and team-based projects help understand a candidate’s collaborative skills. Additionally, evaluating their listening skills, acceptance of constructive criticism, and adaptability leads to hiring cohesive candidates in the organization’s work culture.

  • Check for Social Media presence

You don’t need to become a “stalker,” but checking out the candidate’s social media presence is good, especially on professional networking sites.

A candidate with an active and honest presence on social media helps you evaluate their networking and communication skills. An established social media presence certainly gives you an insight into your candidate.

  • Take a Pre-hiring assessment test

One of the key aspects of your hiring is to assess the candidate’s technical skills. A pre-hiring assessment test gives you a good understanding of the candidate’s domain knowledge, communication, and soft skills.

Depending on the role and the business requirement, an assessment test can take many forms – a writing test, a designing test, a coding test, and so on.

Types of New Hire Employment Assessment Tests

types of employee assessment tests

Employment assessment tests are an essential tool in both internal and external hiring. Internal hiring is when organizations hire employees from within their workforce for various positions by promotion or internal transfers. On the other hand, external hiring is when employees are hired from outside the organization. 

The following methods of assessment are useful in both internal and external hiring:

  • Job Knowledge Assessment Tests

These tests help evaluate a candidate’s skills, knowledge, and expertise proficiency for the specific open job position. They consist of industry-specific questions, technical skills, and job-oriented competencies. 

For instance, a software developer is interviewed on their knowledge of programming language, and a marketing manager on the latest trends and marketing strategies. 

  • Skill assessment tests

These tests help the interviewer understand the candidate’s practical skills and abilities necessary for the job role. They cover various topics, including technical skills, problem-solving abilities, and interpersonal skills. 

For instance, a customer service representative is evaluated based on their ability to handle customer queries effectively. These tests help assess the candidate’s potential to excel in the new job.

  • Personality tests

These tests aim to assess a candidate’s traits, behaviors, and personal characteristics, which impact their flexibility in the new role and team. They help categorize the candidates under the Big Five Personality Traits (openness, conscientiousness, extroversion, agreeableness, and emotional stability).

Hiring managers can predict how well the potential hires adjust to the new role, company culture and team, as all this impacts the work environment and team dynamics.

  • Aptitude (or) Cognitive employment assessment tests

These tests measure the candidates’ innate abilities like problem-solving, critical thinking, and logical reasoning. Hiring managers evaluate their ability to learn new concepts and their practical applications. 

These tests are essential in roles requiring quick decision-making and analytical thinking, like managerial positions. For candidates applying for senior jobs, these help assess their ability to analyze business scenarios and decision-making.

  • Integrity job assessment test

They help evaluate the candidate’s ethical and moral behavior, honesty, and reliability. The questions in these tests are about integrity, honesty, and workplace attitude based on their past experiences, ethical dilemmas, and decision-making.

These tests are critical in roles that require trustworthiness and for job roles handling finances and sensitive information.

  • Emotional Intelligence Tests

Emotional Intelligence (EI) tests evaluate a candidate’s ability to handle their own emotions effectively. EI is integral to communication, teamwork, leadership, self-awareness, empathy and social skills.

Job roles like senior managers, team leaders, and departmental heads require candidates with high emotional intelligence to handle interpersonal relationships and collaborate with colleagues effectively.

Wrapping It Up

Thus, combining the evaluation methods and assessment tests enables hiring managers to make intelligent and informed decisions regarding the candidates. It also helps improve organizational profitability, boost business productivity, and enhance workplace culture by selecting candidates that align perfectly with the business objectives, company culture and value system.

Frequently Asked Questions (FAQs)

Q1. What is a candidate assessment?

A candidate assessment is defined as an evaluation process used by organization’s in hiring to measure the candidate’s skills, knowledge, competencies, attitude, and suitability for a specific job role.

Q2. What is pre-employment testing?

Pre-employment testing comprises of evaluating a candidate’s skills, knowledge, personality, and aptitude before hiring them for a job role. It helps organizations in making informed decisions and selecting the best fit candidate for the role.

Q3. Why do companies use skills assessment tests?

Companies use skills assessment tests to evaluate all the candidate’s abilities and competencies before making an informed hiring decision.

Q4. What is on a skills assessment test?

A skills assessment test includes questions evaluating a candidate’s understanding of job-related skills, like their technical expertise, problem-solving ability, communication skills, and work ethics.

Table of Contents

    Meet the author

    Anwesha Panja

    Content Writer

    Anwesha Panja is a Content Writer at Keka Technologies. She has a passion for crafting captivating pieces around the latest HR trends. With a love for mysterious and spine-tingling things, she spends her free time exploring haunted locations. She is also a bookworm and an avid Sherlock fan.


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