How to Assess Soft Skills in Candidates: The Proven, Research-Backed Method
How to assess soft skills with reliable, science-backed methods proven to improve hiring accuracy and efficiency.
PAGE CONTENTS
- What Are Candidate Selection Tests? (And Why They're Essential)
- The Reality Check: Why Traditional Hiring Methods Fail
- The Science Behind Selection Test Effectiveness
- The Complete Benefits Breakdown
- How to Choose the Right Candidate Selection Tests
- Implementation Best Practices
- Why Test Partnership Leads the Market
section one
Are you struggling to identify which candidates will actually succeed in your roles? You're not alone. With 81% of organizations now using skills-based hiring and 25% of new employees leaving within their first year, getting candidate selection right has never been more critical.
The Bottom Line: Psychometric tests are over 14 times better at predicting job performance than the average selection interview, yet most hiring managers still rely on gut instinct. This guide reveals exactly how candidate selection tests can transform your hiring accuracy and why Test Partnership's approach delivers results that traditional methods simply can't match.
section two
What Are Candidate Selection Tests? (And Why They're Essential)
Candidate selection tests are scientifically designed assessments that evaluate job applicants based on specific criteria relevant to role success. Unlike CV screening or interviews—where candidates can present carefully curated versions of themselves—these tests provide objective, standardised measurements of actual capabilities.
Think of it this way: would you hire a surgeon based solely on their interview performance, or would you want evidence they can actually perform surgery? The same logic applies to every role in your organization.
The three core types of selection tests
| Test Type | What It Measures | Key Insight | Best For |
|---|---|---|---|
| Cognitive Ability Tests | Problem-solving, logical reasoning, learning speed | Almost half the variance in professional job performance | Complex roles, technical positions, leadership |
| Personality Assessments | Behavioural traits, communication style, cultural fit | Predicts team interaction and workplace challenges | Customer-facing roles, team positions, cultural alignment |
| Skills Assessments | Job-specific competencies and technical abilities | Direct evidence of capability to perform required tasks | Technical roles, specialised positions, skills-based hiring |
section three
The Reality Check: Why Traditional Hiring Methods Fail
The Volume Problem
Application volumes rising from 12,000 in 2023 to 45,000 in 2024 thanks to AI auto-apply tools. Without systematic screening, you're drowning in unsuitable candidates.
The Accuracy Problem
The success rate of hiring is about 43%—meaning more than half your hires won't work out long-term. Traditional interviews alone can't predict success.
The Bias Problem
68% of recruiters believe AI can help eliminate unconscious bias, but only if you're using objective, validated assessment methods.
The Cost Problem
It costs employers 33% of an employee's annual salary to hire a replacement when someone leaves. Poor hiring decisions compound exponentially.
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section four
How to Choose the Right Candidate Selection Tests
Not all assessments are created equal. Here's your framework for success:
1. The three core types of selection tests
Look for assessments that provide:
- Predictive validity data specific to your industry
- Reliability coefficients (should be 0.70 or higher)
- Adverse impact studies
- Ongoing validation research
Implementation Best Practices
Start With High-Impact Roles
Begin with positions that have high turnover costs, clear performance metrics, large candidate volumes, and business-critical impact.
Create a Multi-Measure Approach
Best practices include using multi-measure testing and skills-based screening before resume review. Combine initial screening, role-specific skills tests, cultural fit evaluations, and structured interviews.
Monitor and Refine
Track assessment completion rates, quality of hire improvements, time-to-hire reductions, employee retention rates, and manager satisfaction scores.
Why teams choose Test Partnership
Smarter hiring starts here - with adaptive assessments, expert support, and science you can trust.
How we're differentsection four
Why Test Partnership Leads the Market
At Test Partnership, we've pioneered Dynamic Assessments—the next generation of candidate selection tests designed specifically for modern hiring challenges:
AI-Resistant Technology
Our assessments resist candidate cheating by generative AI tools, ensuring results reflect true human ability, not prompt engineering.
Scientific Rigor
Developed by business psychologists, based on robust psychometric models, and rigorously validated for predictive accuracy.
Exceptional Completion Rates
Our candidate-centric design reduces fatigue while preserving insights, leading to higher completion rates and better candidate experience.
Expert Support
Work directly with trained business psychologists who assist with assessment selection, implementation, and results interpretation.
