Why You Should Assess Skills Before Hiring Someone

Let’s be honest: most hiring decisions rely heavily on gut feeling. You scan a polished resume, have a good conversation in the interview, and hope for the best.

But here’s the kicker — over 46% of new hires fail within 18 months. Not because they lied. Not because they’re bad people. But because they didn’t actually have the skills to do the job well.

That’s why skills assessment before hiring isn’t just a “nice to have.” It’s your best insurance policy against costly hiring mistakes.

In this guide, we’ll unpack why assessing skills should be a core part of your hiring strategy — and how to do it right.

What Does It Mean to “Assess Skills”?

At its core, a skills assessment is a practical test that evaluates whether a candidate can perform the tasks the job actually requires.

It’s not about trick questions or academic quizzes. It’s about simulating real tasks, challenges, and decisions someone would face in the role.

Some assessments are technical (e.g., coding, data entry). Others are soft skill-based (e.g., problem-solving, teamwork). And some blend both.

👉 Want to go deeper into the concept? Check out What Is Skills Assessment? Importance, Process, and Guide for Hiring Managers.

Why Resumes and Interviews Aren’t Enough

Let’s bust a few myths.

Traditional Method	What’s the Problem?
Resumes	Often exaggerated, hard to verify, and don’t show actual ability
Interviews	Prone to bias, depend on communication skills (not job skills)
Gut Feel	Unreliable, unscalable, and often misleading

Skills assessments cut through the noise and give you objective, job-relevant data — before you make a hiring decision.

Benefits of Assessing Skills Before Hiring

Here’s what happens when you prioritize skill-based hiring:

1. Hire with Confidence

No more crossing your fingers. When you see a candidate solve a real-world task, you know they can handle the job.

2. Reduce Costly Hiring Mistakes

Hiring someone who can’t perform costs time, morale, and money. A short assessment upfront can save months of backtracking.

3. Promote Fair Hiring

Standardized skills tests level the playing field — especially for candidates from non-traditional backgrounds.

4. Save Time in Interviews

Instead of spending 60 minutes figuring out if someone has basic competency, use that time to explore culture fit and growth potential.

5. Improve Quality of Hire

Companies that use skills tests consistently report better productivity, faster ramp-up times, and stronger teams.

Real-Life Example: Skills Over Pedigree

Imagine you’re hiring a data analyst. One candidate has a degree from a top-tier university but no work samples. Another is self-taught but nails a real-world dataset challenge.

Who would you rather have on your team?

The truth is, the workplace rewards output — not degrees or smooth-talking. And that’s exactly what skills assessments reveal.

When Should You Assess Skills in the Hiring Funnel?

Timing matters.

You want to assess skills before interviews — or at least before final interviews. This helps you:

• Avoid wasting interview time on unqualified candidates
  
• Identify hidden gems who don’t have flashy resumes
  
• Focus your interview questions on the most relevant follow-ups
  

Need help designing this flow? See What Is the Process of Skill Assessment?

What Kinds of Skills Can You Assess?

From hard skills to soft skills to cognitive ability — almost everything that matters on the job can be assessed.

Skill Type	Examples	How to Assess
Hard Skills	Excel, coding, supply chain	Simulated task or technical test
Soft Skills	Communication, teamwork	Situational judgment tests, personality tools
Cognitive Skills	Problem-solving, logical reasoning	Timed puzzles, logic games
Job-Specific	Copywriting, data entry, sales emails	Work sample tests or role plays

Want to tailor it by role? Browse What Skills Should You Assess for a Specific Role?

Yes, Even Remote Roles Need Skill Testing

When hiring remote employees, you don’t have the luxury of in-person onboarding or supervision. You need people who can hit the ground running.

That’s why skills testing is even more critical.

Consider assessing:

• Self-management and time prioritization
  
• Remote collaboration skills
  
• Role-specific independence (e.g., writing, coding, customer support)
  

We’ve covered this in detail in What Skills Should You Assess When Hiring for Remote Jobs?

What If Candidates Push Back?

Some recruiters worry: “What if candidates don’t want to take a test?”

Here’s the thing — good candidates actually appreciate fair and transparent evaluations. They want to prove their value beyond a resume.

To improve completion rates:

• Keep tests short (15–30 minutes max)
  
• Make them relevant to the role
  
• Be transparent about how results will be used
  
• Share feedback if possible
  

And remember: if someone refuses to demonstrate their skills, is that really someone you want on your team?

How to Start Using Skills Assessments

You don’t need to overhaul your whole hiring process overnight.

Here’s a quick-start approach:

1. Pick one role where mis-hires are costly
   
2. Identify 3–5 core skills needed for success
   
3. Choose or create a short assessment (AssessGrow can help with this)
   
4. Test it internally with current employees
   
5. Start using it early in your hiring funnel
   

Then? Rinse and repeat for other roles.

👉 Want to run skills assessments at work too? Here’s How to Conduct Skills Assessment in the Workplace

FAQ: Skills Assessment Before Hiring

Q: What’s the ideal length of a skills assessment?
A: 15–30 minutes is usually perfect — long enough to test key skills, short enough to respect candidate time.

Q: Can I create my own tests?
A: Yes, but it’s risky if not validated. Platforms like AssessGrow offer ready-made tests backed by I-O psychology.

Q: Are skills assessments biased?
A: Far less than interviews. When done right (structured, role-relevant), they reduce bias significantly.

Q: What if a great resume fails the assessment?
A: That’s exactly the point — not every good resume translates to real skills.

Final Thoughts: Make Skill-Based Hiring Your Superpower

You wouldn’t buy a car without test driving it. Why hire someone without testing their skills?

Skills assessments help you hire faster, fairer, and with more confidence — no guesswork, no surprises.

At AssessGrow, we make it easy to build and run job-relevant assessments for any role. Whether you’re scaling fast, hiring remotely, or tired of misfires — we’ve got your back.

Start assessing smarter with AssessGrow’s skill assessments.

Ready to see it in action?👉 Be Our Founding User