Post Hire Assessments

Make Managers effective and Team more engaged.

Managerial Assessment

Hire the right people with true managerial traits to become a manager.

High Potential Assessment

Unlock true potentials with ease.

In-house developed Psychometric Framework backed by NPPA.

All Content & IT delivery platform owned.

Picture based assessments for global market.

Skill assessment for measuring Non Voice competencies.

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Post-Hire Assessment Software

PMaps’ Post-hire assessment software provides a platform for firms to make their talent management strategy effective. It is time to make the managers more efficient and enable them to become great leaders and exert influence on the workforce to make the team more productive. It opens new endeavors for the firm to reduce employee turnover and boost employee satisfaction through better engagement. To guide development and assess the on boarded candidate’s performance through the employee lifecycle, and also to evaluate which individual would be the most successful throughout their journey with the firm, Post-hire assessment testing tools play a vital role in determining which candidate is the perfect fit for the organizational goals and mission.

Why is Post-Hire Assessment Software crucial?

High turnover proves to be a costly affair and can also damage the operational efficiency of the entire team. To retain the best personnel and to facilitate the development of a prominent team, post-hire assessment tools enable the firms to prevent potential damage to the work culture and the motivational level of the employees.

Efficient and Effective recruitment with Post-Hire Assessment Software

The dynamic business requirements and growing need for recognition have led to faster and better recruitment systems. The post-employment assessment strategy provides a structured procedure to analyze the prospective candidate based on: –

PMaps Managerial Assessment for Post-Hire Assessment Software

This post-hire assessment tool is primarily used by talent-oriented organizations to analyze potent skills necessary for an individual to have at the managerial level. These skills are ascertained by the individual’s capabilities to direct and manage the objectives of the business.

Competencies that are evaluated include:

  • Managerial Acumen – Managerial Acumen assesses an individual’s ability to sense and understand & deliver project demands quickly and appropriately. It evaluates how an individual obtains essential information about problem-solving, recognizes the relevant alternate options, and selects an appropriate course of action to implement along with strategic forecasting to uphold the organization’s position at its excellence.
  • Self Management – Self Management evaluates an individual tendency to maintain emotional control while dealing with their team members or situation at the workplace. This ascertains the possibility of this individual mostly maintaining poise and maturity while dealing with provocation and anger. 
  • Work Motivation Evaluation of internal as well as external motives that drive an individual to perform at the job. It also measures the individual’s ability to motivate people around to keep them aligned with team goals.

Following are the details of the test:

  • Construct – The test is constructed to assess broadly 5 competencies with 16 traits in the form of Multiple Choice Questions that is the Situational Judgment Test.
  • Norm Group Minimum experience of 5 years.
  • Duration – The test is for 50 minutes.

Following can be noted as the benefits of post-hire assessment testing:

  • It enables the firm to hire those candidates that possess the required managerial acumen and can enhance managerial efficiency.
  • It reduces onboarding time to a great extent as candidates deemed unfit for the managerial post need not be evaluated.
  • Useful insights are gathered about the candidate’s ability as well as reveal the areas where they need to improve. This allows the firm to curate a training and development program that focuses on imparting relevant skills.
The entire process operates seamlessly as PMaps is the leader when it comes to providing Web and App based solutions across the world.

Quick and Automated Post-Employment
Testing Software

PMaps candidate assessment tool contributes to improving the hiring outcome and helps in appointing the most qualified candidate whose skills best match the job profile and the goals of the organization. The entire post-hire assessment software is said to be quick because of the following reasons: –

Screens Applicants Quickly

Screening of the applicants is done quickly via an 11 minutes test. The short and quick post-employment testing software provides a screening process that makes the assessment desirable.

Psychometric Profiling

The Psychometric framework is developed in-house, and is backed by NPPA helps in testing the competencies of the candidates.

Easy Integration

The assessment is visual-based and hence has global application, it provides a bias-free platform to assess candidates.

Video Interviewing Platform

It provides a perfect platform to interview those candidates that come across as a good match for the job profile.

The test-based post-employment assessment system enables the firm to judge the candidates at different levels, like through the aptitude test, the result would entail how well the employee would be able to learn new skills on the job. 

Another such test is the personality test and measures significant traits of an individual such as assertiveness, interpersonal skills, interests, emotional aspects of one’s personality, and attitude. 

Finally, there is the skills test which measures those skills that would be relevant for the job. These skills include coding, email, and many more. All these tests make post-employment testing software popular amongst all the organisations that are looking to hire faster and better.

What does a Post-Employment Testing Software look like?

A post-employment assessment generally packs in the following features: –

Test Benchmarks

These are set as per the industry and the firm's internal benchmarks.

Test delivery mode

Deciding whether it would be web-based or through the mobile application.

Proctoring

Through PMaps invigilator.

Test reports

There can be an individual report or a consolidated report.

Demographics

The fields can be customized.

Co-branding

It is available and White labeling is possible.

HRSM

Integration with the Human Resource Management System (HRSM)

Data security

It provides a secured cloud platform and dedicated cloud with SSL certification.

These features prove to be immensely helpful when a firm is planning to get a post-hire assessment done and it carries the following benefits: –

Among the other employment assessment test companies, PMaps is distinguished because of its highly analytical and unique features. And the technology used gives a flawless user experience that can be accessed from anywhere. 

High Potential Assessment for Post-Hire Assessment Testing

Retaining high-potential employees in an organization is a major challenge and also determines the success of operations. This tool helps in measuring the employees’ potential on certain predetermined parameters that are essential to establish professional traits and personal capabilities to optimize business objectives.

Competencies that are evaluated include:

  • Emotional Intelligence – It is the emotional intelligence of a person that determines how well they would be able to handle team and workplace situations. It is the level of maturity and the inherent ability of understanding, using, and managing emotions of self and others properly. 
  • Engagement Level – It reveals how well-spun an individual is in the operations of an organization. The effective engagement level displayed by an individual helps in analyzing how well critical growth aspects can be achieved by the employee. 
  • Workplace Competencies – It defines the ability of an individual to remain calm under stressful circumstances and stay compassionate and cooperative with others in need. One should have a sense of time management and deliver results on time.

Following are the details of the test:

  • Purpose – The fundamental purpose is to identify high-potential employees and to promote high talent to the next level.
  • Norm Group – It deals with candidates of age 26 years and above with a minimum experience of 1-3 years. 
  • Construct – This test is constructed to measure 3 competencies with 8 traits and is situation-based. 
  • Duration – It lasts for 25 minutes.

 

Perks that come with Post-Hire Assessment Testing 

  Post-hire Talent assessment empowers a firm to gather necessary data that enables them to evaluate employees and their skills to make sure that they are aligned with the goals and critical strategies of the organization.  
  • Creates Outline for the Onboarding Process for Senior roles –
The initial days of employment of any new hire are when the individual develops an affinity with the firm, colleagues, and the management. Post-hire assessment tools are pivotal in ensuring whether the candidate would be a good hire or not. It provides you with an assurance whether the new senior level management will be able to handle the existing or new team more efficiently & produce the expected output.  
  • Identify Potential for Future Leaders –
Firms operate in a dynamic environment and therefore it is crucial to understand the future possibilities of growth, train and motivate the employees. Identifying high potential for Future leaders boosts motivation among the existing employees & accelerates work productivity in the organization.