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
section one
Why employee testing matters now
If you're drowning in CVs yet struggling to find quality candidates, you're not alone. 76% of hiring staff say attracting quality candidates is their biggest challenge (CMD Recruitment, 2024). But here's what might surprise you. The solution is to scrap CV sifting and use a better evaluation method.
The hidden cost of guesswork hiring: A bad hire costs companies an average of £14,900 (CareerBuilder, 2017), and 74% of employers admit they've hired the wrong person.
Think about your last few hires. How confident were you that they'd succeed? Traditional hiring methods—interviews and CV reviews—feel familiar, but they're surprisingly unreliable. Employee testing changes that equation entirely.
Audio Reading: Employee Testing and Selection
Designed for accessibility: listen to the narrated post for your convenience.
In this guide, we'll show you exactly how modern assessments work, what makes them so effective, and how they can transform your hiring from guesswork into science. You'll discover why leading companies rely on these tools to build stronger teams—and how you can too.
section two
What is employee testing and selection?
Employee testing and selection is simply using structured assessments to understand a candidate's potential before you hire them. Instead of relying on gut instinct or impressive CVs, you get objective data about their abilities, personality, and likely job performance.
Picture this: You're choosing between two candidates. Both have similar experience and interview well. One scored in the top 15% on problem-solving tests and shows strong resilience under pressure. The other candidate scored below average on these measures. Which would you choose?
Here's what the science tells us: Companies using validated assessments are 24% more likely to hire high-performing employees (American Psychological Association, 2024). The difference? They're making decisions based on evidence, not assumptions.
The beauty of modern assessments is that they reveal what interviews can't. A candidate might be nervous and stumble through questions, yet possess exceptional analytical thinking. Another might be charming but lack the cognitive horsepower for complex problem-solving.
section three
Types of employee tests
Not all assessments are created equal. Each type reveals different aspects of a candidate's potential. Here's your practical guide to the most effective employee tests:
Traditional vs Game-Based Assessments
| Test Type | What It Measures | Best For | Predictive Strength |
|---|---|---|---|
| Cognitive Ability | Problem-solving, reasoning, learning speed | Complex roles, technical positions | Excellent (0.51) |
| Personality | Behavioural tendencies, work style | Team fit, leadership roles | Good (0.35) |
| Situational Judgement | Decision-making, values alignment | Management, customer service | Good (0.34) |
| Skills-Based | Job-specific technical abilities | Technical roles, specific competencies | Very Good (0.48) |
Pro tip: Combine for maximum impact
The most effective hiring strategies use multiple assessment types. Research shows that combining cognitive tests with other methods increases predictive validity to 62% (American Psychological Association). You get a complete picture of each candidate's potential.
What each test type tells you
Cognitive ability tests
The strongest predictor of job performance. These measure problem-solving, reasoning, and learning speed—especially crucial for complex roles. Validity coefficient of 0.51 means they're incredibly accurate at predicting success (Journal of Applied Psychology).
Explore cognitive assessments →Personality assessments
Reveal how candidates typically behave, communicate, and handle stress. Perfect for understanding team fit and management potential. These show whether someone naturally fits your culture and working style.
Learn about personality tests →Situational judgement tests
Present realistic workplace scenarios to see how candidates make decisions. Excellent for leadership roles and customer-facing positions. They reveal judgement, values alignment, and decision-making style.
See situational tests →
Why teams choose Test Partnership
Smarter hiring starts here—with adaptive assessments, expert support, and science you can trust.
How we're differentsection four
Proven benefits of employee testing
The numbers don't lie. Companies using employee assessments see measurable improvements across their entire hiring process. Here's what you can expect:
Traditional vs Game-Based Assessments
| Benefit | Impact | Source |
|---|---|---|
| Better hire quality | 24% more likely to hire high performers | American Psychological Association, 2024 |
| Cost reduction | 39% reduction in training costs | International Journal of Selection |
| Employee satisfaction | 30% more likely to be satisfied with their job | SIOP Research, 2024 |
| Retention improvement | 39% lower turnover rate | SIOP Research, 2024 |
“We use Test Partnership's personality and strengths tests as a trusted element of our selection process. There is a comprehensive range of tests and the platform is extremely straightforward to use. If you need any assistance the support is great.”
Why these improvements happen
- Objective evaluation: Remove unconscious bias and evaluate all candidates on equal grounds using standardised measures.
- Predictive accuracy: Assessments with validity coefficients above 0.30 are scientifically proven to predict job success.
- Better job fit: Match candidates to roles where they'll naturally excel, leading to higher satisfaction and performance.
- Time efficiency: Screen out unsuitable candidates early, focusing your interview time on the most promising prospects.
Real impact: Employees hired using assessments are 30% more likely to be satisfied with their job and stay longer with the company. When you match people to roles they'll genuinely excel in, everyone wins.
section five
Getting started with employee testing
Ready to move from guesswork to evidence-based hiring? Here's your practical roadmap for implementing employee testing successfully:
- Start with your biggest hiring challenge
Which role gives you the most trouble? High turnover? Poor performance? Start there. Pick one position and define exactly what success looks like—this guides your entire assessment strategy.
- Choose scientifically validated assessments
Don't gamble with your hiring. Use assessments with proven track records—like those with validity coefficients above 0.30. At Test Partnership, our assessments are built on decades of research and tested across thousands of hires.
- Integrate with your existing process
Assessments work best early in your funnel—after initial screening but before interviews. This way, you invest interview time only in candidates who've already demonstrated potential.
- Be transparent with candidates
Explain why you use assessments and how they help ensure good job fit. Transparency builds trust and actually improves candidate experience. Most people appreciate fair, objective evaluation.
- Measure and refine
Track your results. Are new hires performing better? Staying longer? Integrate feedback to continuously improve your selection process.
Want expert guidance? Our business psychologists work with you to design the perfect assessment strategy for your specific needs. No generic solutions—just science-backed recommendations tailored to your roles and culture.
section six
Key takeaways
Employee testing isn't just a nice-to-have—it's becoming essential for competitive hiring. With only 43% of hires being successful long-term (SHRM), you can't afford to rely on guesswork.
The companies getting ahead are those using evidence-based selection. They're finding better candidates faster, reducing costly mis-hires, and building stronger teams. Meanwhile, organizations stuck with traditional methods are missing out on top talent and wasting resources on poor fits.
Remember: Modern assessments don't replace human judgment—they enhance it. You'll still interview and make final decisions, but you'll do so with confidence, backed by objective data about each candidate's true potential.
The question isn't whether employee testing works—the science is clear. The question is: are you ready to transform your hiring from guesswork into science?
