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Unicus’ thoughts on tests in the recruitment process

A complement to face-to-face meetings

At Unicus we use tests from the company TalentQ. In order to have something to compare a candidate’s results with, the employees who are already employed have taken the tests. Our consultant managers have also taken the tests to understand the candidates’ experience of them.

At Unicus we have chosen to use ability tests (verbal, numerical, logical) for the following reasons:

  • It gives candidates without formally defined skills (grades, degrees, references, etc.) the opportunity to show what they can do.
  • We want to see general skills rather than specific knowledge of a particular programming language.
  • We know that most people who apply to us have more abilities than they tell us, and this helps us to talk about them.

At Unicus, we have chosen to use a character trait profile for the following reasons:

  • Which character traits are most important for the missions we have.
  • It helps our candidates to articulate their strengths.
  • We get a basis for talking about challenges at interviews.

How we use the results of the tests

With us, the tests are always followed by a second interview (the first interview is done before the tests) where we start by going through the results.

It is not the result that is the most important thing, but the discussion we have about the experience of the tests.

We talk about how it felt to do the tests. Why did it go well/less well? Would other conditions have given different results? Can the character trait profile give a clearer picture of the experience and the result? How did the candidate absorb the pre-test instructions?

There is no defined limit for the required result on the ability tests to proceed in the process.

The character trait profile is reviewed and the candidate is allowed to talk about what they recognise and if anything gives an inaccurate picture.

There are no good or bad traits. There may, however, be character traits that are better or worse suited to the tasks we have.

If we believe in the candidate, we move forward in the process regardless of the results but openly discuss any concerns we have.

Before the tests

Before a candidate undergoes testing, a first interview is always held. During this interview, the candidate is prepared for the next step in the recruitment process, which is testing. We inform you that the tests are often perceived as difficult, tough and stressful. That they should be done in peace and quiet at different times. We also tell them that the result itself is not decisive, but that everyone is given the opportunity to discuss their experience and results. We put a lot of emphasis on self-awareness and how to talk about your challenges. The reason is that we know that challenges will arise sooner or later in assignments. In order for us to be able to support then, awareness and ability to talk about this is required.

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