Pre-employment testing assessments are a great tool to help employers determine if a candidate is a good fit for a position. Various tests are available, including personality tests, work samples, and cognitive ability tests. Learn more about each test and how to choose the best one for you.
Cognitive Ability Tests
Cognitive ability tests are used to measure the reasoning skills of job candidates. They help companies hire the best people. The tests are available online or on paper.
A cognitive test can measure various skills, from basic maths to spatial awareness. Cognitive tests are often timed, meaning you may have to wait before answering a question.
While cognitive testing is a good way to assess a candidate’s general thinking abilities, there should be other considerations when hiring. In fact, consider using a combination of tests.
Using multiple tests allows you to eliminate potential candidates without wasting time on candidates who do not meet your criteria. Also, you can get more specific results with these tests.
It is important to note that some tests can hurt female applicants. Some of the best practices when using cognitive tests include:
One of the first things you should do is decide what test you will use. A numerical cognitive test is an excellent choice if you are looking for a quick and cheap way to screen candidates. This test asks the candidate to perform calculations, extrapolate data, and interpret it.
Another useful cognitive test is a verbal reasoning test. This test helps recruit copywriters, consultants, and advertising staff.
Employers use pre-employment testing assessments for personality to identify prospective employees’ character traits. These tests can reduce employee turnover and reduce administrative burdens on HR teams.
Employers can choose to use several different types of pre-employment personality tests. Each test measures workplace characteristics, such as leadership, communication, and social skills.
The Myers-Briggs Type Indicator is one of the most popular pre-employment personality tests. Using this test, a company can determine which of four different personality types the employee falls into. It is also a good way to prepare for an interview.
Many tests are free. Others require a small fee. There are also online companies that offer these tests.
When completing a pre-employment personality test, take the time to read the instructions. Most tests have a variety of questions. Read them and get a sense of what you might expect.
Pre-employment tests are considered legal as long as they are not used for discrimination. They can be fun.
Honesty and Integrity Tests
A pre-employment honesty and integrity test is a good way to determine whether an applicant is a reliable employee. It is often used to help reduce absenteeism and theft. Applicants with high levels of integrity are more likely to be accountable and reliable and less likely to commit counterproductive work behaviors.
Pre-employment tests can also be useful for spotting applicants with underlying behavioral traits. For example, employers may want to identify candidates with a strong work ethic, such as hard work, diligence, and attention to detail. These traits are crucial for employees in a variety of jobs.
An integrity assessment measures a candidate’s tendency to adhere to rules and is particularly valuable in a company where employee data is sensitive. Integrity testing can also help identify candidates who are more likely to resist the influence of managers.
In a typical honesty test, you will be asked to answer questions about your values. This can include questions about how you would handle a certain incident or your moral code. You will also be asked to answer open-ended questions about your criminal history.
The most important function of a pre-employment honesty and integrity test is to give you a better sense of a candidate’s integrity level. The resulting data can be utilized to make a more informed hiring decision.
As part of pre-employment testing assessments, work-sample tests are a valuable tool for employers. They provide insight into the workplace and help recruit the right employees. However, they require a considerable time investment. A typical work sample test assessment lasts about two hours and involves a small project.
Pre-employment testing may include assessments of cognitive abilities, aptitude, personality, and soft skills. In addition, it can also measure job performance. For example, in the case of a machine operator, the employee will be asked to perform tasks like map reading. Other tests include judgment and decision-making tests, such as those used by administrators.
The most common validity measure used to determine the validity of a work sample is criterion-related validity. This measure is critical to the overall reliability of a pre-employment testing assessment. Unlike a standardized measure of approval, a work sample test should show high criterion-related validity.
Another measure of validity is face validity. This is related to the interest and motivation of the test taker. If a candidate is interested in a particular job, they may be more motivated to do well on a work-sample assessment.