Pre-employment testing is an assessment used by employers to identify candidates who have the skills and qualities needed for a specific job. There are many different types of pre-employment tests, each designed to measure a specific skill or attribute. Commonly tested skills include job-specific skills, cognitive abilities, personality traits, and physical abilities.
Some employers administer pre-employment tests as part of the initial job application process, while others wait until later in the hiring process. For example, an employer might require all applicants to take a general aptitude test as part of the initial application, and then administer job-specific tests to only the most qualified candidates later on in the process.
There are many benefits of pre-employment testing, including improved hiring decisions, reduced turnover, and lower training costs. Pre-employment testing can also help employers identify applicants who may be a good fit for the job but who might not have the necessary skills and qualifications to be successful in the role.
When used as part of a comprehensive hiring process, pre-employment testing can be an effective tool for employers. Pre-employment testing can be beneficial to your organization if you understand the various types of tests available and know how to use them.
Types of Pre-Employment Tests
There are many different types of pre-employment tests available, each designed to measure a specific skill or attribute. The following are some common types:
Job-specific skills tests: Job-specific skills tests measure an applicant’s ability to perform the tasks required for the job. For example, a computer programmer might be given a test that assesses their coding skills, while a receptionist might be given a test that assesses their customer service skills.
Cognitive abilities tests: Cognitive abilities tests measure an applicant’s ability to think critically, solve problems, and remember information. These tests are often used to assess an applicant’s intelligence quotient (IQ).
Personality tests: These are tests designed to determine the applicant’s characteristics, such as agreeableness, conscientiousness, and extroversion. These tests can be used to identify applicants who are likely to be a good fit for the job and the company culture.
Physical abilities tests: pre-employment physical exams or tests measure an applicant’s physical strength, stamina, and coordination. These tests are often used for jobs that require manual labor, such as construction work or warehouse work.
Pre-employment testing best practices
To get the most out of pre-employment testing, it’s important to follow some best practices. The following things deserve your attention:
- Use pre-employment testing as part of a comprehensive hiring process: Pre-employment testing should not be used as the sole basis for hiring decisions. Instead, it should be used as part of a comprehensive hiring process that includes other assessment methods, such as interviews and reference checks.
- Use multiple types of tests: Using multiple types of pre-employment tests can give you a more well-rounded assessment of an applicant. For example, you might use a skills test to assess an applicant’s job-specific skills, and then use a personality test to assess their fit for the job and the company culture.
- Administer tests early in the process: It’s generally best to administer pre-employment tests early on in the hiring process, before you invest too much time and resources in an applicant. This will help you save time and money by weeding out applicants who are not a good fit for the job.
- Make sure the tests are job-related: The tests you use should be directly related to the skills and attributes required for the job. This will help ensure that the results of the tests are valid and reliable.
- Use objective scoring criteria: When grading pre-employment tests, it’s important to use objective scoring criteria. This will help ensure that the results of the tests are fair and accurate.
- Provide feedback to applicants: Applicants who don’t perform well on pre-employment tests should be given feedback so they can learn from their mistakes and improve their performance in future job searches.
Pre-employment testing can be a valuable tool for employers, but it’s important to use it correctly. By following the tips above, you can help ensure that your pre-employment testing process is fair, reliable, and valid.
What are the benefits of pre-employment testing?
Pre-employment testing can provide a number of benefits for employers, including:
- improved hiring decisions: Pre-employment testing can help employers make more informed hiring decisions by providing objective data about an applicant’s skills and abilities.
- reduced turnover: By using pre-employment testing to identify applicants who are likely to be a good fit for the job, employers can reduce turnover and save money on training costs.
- improved job performance: Pre-employment testing can help improve job performance by ensuring that employees have the skills and abilities required for the job.
- reduced legal risks: Pre-employment testing can help reduce an employer’s legal risks by providing objective data that can be used to defend against discrimination claims.
- improved morale: By using pre-employment testing to identify the best applicants for the job, employers can improve morale by ensuring that employees are well-suited for their positions.
Pre-employment testing can provide a number of benefits for employers. By making use of pre-employment testing, employers can improve hiring decisions, reduce turnover, and improve job performance. Additionally, pre-employment testing can help reduce an employer’s legal risks and improve morale.
Where can you get Pre-Employment testing done
If you’re an employer who is looking for pre-employment testing services, PCP Works can help. They offer a variety of different types of tests that can be tailored to your specific needs. Contact them today to learn more about their services or to get started with pre-employment testing for your company.
