Pre-Employment Testing: A Complete Guidebook

Bad hiring can have a significant financial impact and may even jeopardise the future of the business by increasing employee turnover ratio. Bad hiring often occurs when there is a pressure to fill the positions quickly. Right hiring can lead to best employee selection avoiding risks of bad hiring.

Before recruiting, a comprehensive wide-background screening policy can help to eliminate the bad hiring by pre-employment assessment rather than regretting afterwards.

Bad hiring can immensely affect your company in the following listed ways:

There might be times that candidates get their CV’s made from experienced writers and may not turn out to be really who they are. These reduce your chances of right hiring and leads to a poor-quality employee selection. This takes away productivity, creativity, and innovativeness of your company.
Bad hiring doesn’t add value and can impact the whole workforce. Just while assessing their roles and experiences, employers must also judge whether they will fit your company’s culture or not.
Right hiring will increase your brand value. For good customer relationships, and resolving their conflicts, valuable employee selection is a must. Not only does it affect the external reputation management but also damages the internal working environment of the company.
Right hiring is of utmost importance for improving the financial impact on the company. When you are screening various applications before hiring the employees, make sure a proper due diligence method is followed for employee selection.
Pre-employment testing: Best Employee Selection & its Types and Practices

Testing employees for not only their behaviour but also their habits and addictions are vital. A pre-employment assessment is an examination which is given to job candidates by potential employment prior to hiring.

The purpose of pre-employment testing is to understand the personality traits and characteristics, abilities and aptitude, alcohol or drug intake, job knowledge and skills along with their behaviour.

Before the right of hiring an excellent employee, selection employers need pre-employment testing examples.

The most successful and common types of pre-employment assessment techniques are:

Job knowledge pre-employment testing

It measures the candidates technical as well as theoretical expertise in the particular field. Pre-employment testing helps to know about the required specialised knowledge or high levels of expertise.

Testing Integrity

Pre-employment assessment begins with the integrity tests. It can help companies to avoid hiring dishonest, unreliable or undisciplined people. The test assesses the personality traits and is a good predictor of job performance.

Testing Employees Cognitive Abilities

This Pre-employment testing type measures the mental abilities and aptitude skills of employees for the right hiring. This one is an accurate one that interviews and measures logical, verbal along with numerical reasoning.

Personality Assessment

Personality assessment testing offers insights into candidates cultural fit and whether their personality traits can be transformed into job success. Pre-employment testing examples show the scores of high extra-version and confidence, which leads to better outcomes.

Emotional Intelligence Testing

This practice refers to how well can employees build relationships to understand emotions. Pre-employment testing examples involve many interpersonal relationships and leadership. This feature is a significant factor in the right hiring and employment selection.

Pre-employment Assessment involves Skills Testing

Abstract personality traits can measure actual skills that are either soft skills or hard skills. Pre-employment testing examples include data checking tests, leadership tests, writing assignments and presentations.


Physical Ability Assessment

Measuring strength and stamina during employee selection shall not be neglected. Right hiring helps to reduce workplace accidents and worker’s compensations claims by assessing the physical abilities.

Unparalleled Advantages of Pre-employment Testing

The pre-employment assessment offers a wide-ranging benefit that helps you streamline the right hiring process. This strengthens the entire organisation by raising the likelihood that new employees will ace their positions.

Pre-employment testing ensures that there is an alignment between the employee selection and the right hiring process with the business outcomes. The most significant benefits of proper hiring after pre-employment testing are:

Lower turnover and Higher productivity that, in turn, increases the sales by meeting the demands of clients and gaining satisfied customers.
It increases the chances of employee retention, which reduces the cost associated with a turnover, like hiring and training costs.
A pre-employment assessment is a right hiring process which is effective and efficient within a shorter period.
Recruiters can now judge the candidates based on their subjective job-related criteria. The critical benefit of pre-employment testing is that it eliminates human biases, having more emphasis on the skills of the employees.
Pre-employment testing examples include many things that are different for each candidate based on their interpersonal reactions. It ensures all candidates have a level playing field.
The pre-employment assessment provides an opportunity that aids in high-quality employee selection which are suitable for the position. Save your time, resources, by pre-employment testing resulting in right hiring.
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A pre-employment test is an examination given to job candidates by a potential employer prior to hiring. The purpose of these types of tests is to determine personality traits and characteristics, cognitive abilities, job knowledge and skills, as well as behaviors.
In short, they help employers gain a better understanding of job applicants prior to making a hiring decision.
Pre-employment tests are used by hiring managers, HR departments and businesses to screen candidates and test for many things, including:
• Personality or character traits
• Skills and abilities
• Job knowledge (i.e.., technical or theoretical expertise in a particular field)
• Software or language proficiency
• Emotional intelligence (i.e., how well someone builds relationships and understands emotions)
• Integrity
There are many types of pre-employment tests that can help you understand – prior to an interview – whether or not a candidate could be a good fit for a particular job. For instance:
• Aptitude and skills tests offer an objective way to evaluate job candidates’ knowledge of particular subjects or software, determine their ability to perform specific tasks, and check for basic on-the-job skills required to perform effectively.
• Personality profile tests allow you to discover the unique qualities and character traits of applicants in advance to determine who is best suited for a particular job. For instance, you can check to see if someone is patient, detail-oriented, calm, etc.
• Integrity tests are pre-employment tests that give you the chance to ask job applicants about key behaviors and issues that could adversely affect your business. Questions focus on areas such as honesty, drug and alcohol use, integrity and propensity towards anger or violence.
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