Pre Employment assessments do offer an alternative way to make documented proof that the employer conducted a thorough and reasonable investigation of the prospective candidate. Unfortunately, there has also been quite a bit of misinformation published as to the illegality of utilizing pre-employment personality tests. Some employers have even taken steps to challenge the validity of these tests. In short, many employers are leery of these assessments because they do not want to be liable for hiring someone that may cause their business to fail. Unfortunately, if an employee’s character is found to be conducive to work performance, there is not much an employer can do about it – at least until an employee becomes harmful to the business.
Employers must begin the hiring process by examining applicants thoroughly. Many pre-employment tests do actually show this – especially in criminal cases. However, employers must consider that these tests can also provide valuable information about the employee’s character, which is what the hiring process is all about. Criminal behavior is often indicative of character traits that are more important in the work force. Therefore, it makes sense to find out not only about an applicant’s past but also about his or her character traits.
One area that often gets overlooked in pre-employment assessments is cognitive ability testing. Cognitive ability tests measure such things as intelligence, learning, memory, reasoning, etc. It can also screen out those who may not have the best job skills. Some job skills, such as customer service, can be assessed through simple personality tests or structured interviews. However, some job skills such as job knowledge or job performance cannot be measured that easily. In such cases, cognitive assessment tools can be useful.
There are many types of pre-employment assessments that recruiters commonly used to gather information about potential employees. These include personality tests, which assess aspects of a person’s behavioral patterns; IQ tests, which can measure a person’s level of general intelligence; and neuropsychological tests, which assess a person’s mental processes. Recruiters’ checklist is composed of different kinds of psychological tests. Some of these tests can be used to screen candidates from job centers, while others are applied to identify those with particular strengths or other traits that might be valuable for the position.
Another way to make use of pre-employment assessments is to determine which candidates are most likely to be successful in a company’s workforce. Researchers have identified certain personality traits that are often useful predictors of job success. For instance, if a candidate’s personality is characterized by being goal-oriented and assertive, then he or she is more likely to want to work in a challenging environment where success is rarely guaranteed. In addition, these traits also mean that they would be willing to take risks and try new things, both of which are essential qualities for achieving success in the workplace.
The pre-employment assessments also predict which candidates are most likely to possess the necessary skills for performing job duties. Aside from being highly organized and able to concentrate for long periods, candidates with high levels of interpersonal skills are also considered capable of performing their job duties in a constructive way. Job seekers with good communication skills are also considered capable of dealing with workplace stress. By analyzing the way applicants express themselves, recruiters can tell which candidates are more likely to succeed in their job duties. This means that the job selection process can be narrowed down to more specific qualities that will help recruiters to achieve their goals.
Behavioral interview tests are among the most common forms of assessments that are applied when making hiring decisions. These tests are usually conducted during the initial screening stage, and they are designed to reveal information relevant to personality and behavioral styles. The most commonly used behavioral interviewing techniques include the Myers Briggs Test, the Behavior Problem Solving Test, and the State College Study. More advanced behavioral tests such as the Big Five Inventory and the Inventory of Executive Functions have been also designed to gather additional information about job applicants.
When conducting pre-employment personality and behavioral tests, employers must keep in mind that these kinds of tests are just one of the factors that are taken into account in determining an applicant’s suitability for a certain job. In addition, educational and work experience may affect job selection decisions. Also, a candidate’s ability to work independently and comply with job requirements may affect his or her suitability for the job. Therefore, it is advisable for employers to combine various kinds of assessments to evaluate applicants better.