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How pre-employment testing fits into the hiring process


How pre-employment testing fits into the hiring process

How pre-employment testing fits into the hiring process

Many businesses have dealt with the inevitable repercussions from making a poor hiring decision. Whether it be an interruption in the flow of work, or the time and resources spent searching for someone new, no company wants a short-lived new employee.

If you’ve begun to notice that all your candidates sound like high performers, but new hires have questionable attitudes, Forbes suggests that your hiring process is broken. These five warning signs may seem difficult to remedy, but the majority can be solved by utilizing pre-employment testing.

Vanquish Forbes’ red flags with one simple solution

Surprisingly, four out of the five warning signs given by Forbes could be resolved with a pre-employment test. If you are wondering how one test could accomplish this, here is a breakdown of each applicable red flag:

1. “All your candidates sound like high performers”

As the article points out, this is most likely because you’re asking a lot of hypothetical or open-ended questions. When faced with scenarios, most applicants will naturally respond with a favorable answer.

Cognitive and reasoning tests can be used alongside a multitude of industry and skill specific tests to combat this. These tests can vary in length, and cover everything from basic language and math skills to expert knowledge. It will be clear who the top-applicants are, as having homogenous responses would be impossible.

2. “Your new hires have questionable attitudes”

Candidate’s very rarely show their true selves during an interview, so it can be difficult to understand if they have the right attitude for the job until they start. At least that was the impression before behavioral profiles could be compiled as part of the hiring process.

A quick test can measure multiple traits, like dependability and confidence, giving you assurance that a new hire has the attitude to succeed.

An employee with a bad attitude can severely impact office dynamics and the flow of work.An employee with a bad attitude can severely impact office dynamics and the flow of work.

3. “You’re holding onto pet interview questions that make no sense”

Unusual questions can be fun to add to the interview mix, but does asking what someone’s favorite kind of dog is really helping you decide on the best candidate? Let go of some of these quirky questions as they don’t add much value to your hiring process.

With the many pre-employment tests available, it’s easy to find one that fits your needs without having to come up with questions on your own. Customized tests are still available though, but with guidance on what should be asked.

4. “You don’t have an answer key to your hiring questions”

Every test offered by EmployTest provides an instant profile for review. This makes comparing candidates easy, along with understanding where their strengths and weaknesses lie. Results can be quickly pulled up online, streamlining the entire operation.

Three steps to implement a pre-employment test

As you can see, pre-employment tests used during the hiring process can help improve the overall efficiency and effectiveness of interviewing, and hopefully onboarding, a new hire. To implement a test, the Society for Human Resource Management recommends following these three steps:

  1. Determine which tests are necessary
  2. Select a test that evaluates the knowledge, skills, abilities and other characteristics needed
  3. Monitor use of the test

Understanding the importance of these tests and how to properly administer them can make a usually stressful process painless. As the SHRM highlights, it’s not just as simple as choosing a test at random. Taking the time to decide which tests are needed and the skills you are trying to evaluate will save you more time in the long run. Pre-employment testing can be used for any position in any industry to assist in finding the best candidate for an open role.