Can selection tests be used after interviews?

Selection tests can be utilized at various stages of the hiring process, including after interviews. The idea behind using selection tests after interviews is to validate or further assess the candidates' skills, abilities, or personality traits that align with the role, as well as to ensure a comprehensive evaluation.

When interviews are conducted first, the interviews may allow employers to gauge a candidate's communication skills, experience, and fit for the company culture. However, interviews can sometimes be subjective and influenced by factors such as the interviewer’s biases or first impressions. By employing selection tests afterward, employers can incorporate objective assessments that provide additional insights into a candidate's potential performance and suitability for the position.

This dual approach offers a more rounded view of candidates, complementing the qualitative information gathered through interviews with quantitative data from tests. This strategy is not only effective for selecting the best candidates but also helps minimize hiring risks by providing a clearer picture of each candidate's competencies.

In summary, it is entirely feasible and often beneficial to implement selection tests after the interview process to enhance the objectivity and thoroughness of hiring decisions.