Why should you use a problem-solving test for recruitment?
There are very few job roles that do not require at least some degree of problem-solving ability. In a professional setting, solving a problem is essential to achieve a specific goal. An employee must be able to determine the objective, identify any obstacles that stand in the way, and develop workable solutions to overcome them.
Problems may relate to a personal situation like a conflict with a coworker, be project-based like a tight deadline, or apply to business success, such as how to attract new prospects, increase sales, or lower overheads.
In all cases, employers that invest in talented problem solvers are likely to see the benefits of increased collaboration, productivity and innovation.
The difficulty comes in knowing which applicants are in fact, strong problem solvers. It's a skill that can't really be expressed on paper, and while competency-based interview questions might give you greater insight, it is neither time nor cost-effective to interview every single candidate.
By using a problem-solving test as a screening tool, you'll get objective and comparable data for your entire applicant pool. You can then shortlist those candidates that show the most promise, confident in the knowledge that their problem-solving skills meet the standards you're looking for.
Ultimately, a problem-solving test minimises the risk of a bad hire. It can be used for a broad range of roles - in particular, those that involve shifting variables or innovative design, like project management, software development and engineering.