A variety of tests are administered before employment. Each type is determined by a specific need. Some tests measure a person’s physical abilities. Some tests can be used for measuring mental abilities. Some tests are designed to assess if a person is safe, while others test if a person can adhere to certain behavioral expectations. After all these tests are completed, they can usually be categorized into three main categories.
Background Check:
Background checks are tests that companies conduct to verify background. In order to verify the applicant’s records, a third party performs the background check. These checks are used by companies to check for criminal records and employment history.
Drug Screening and Physical Tests
These tests are used to determine if a candidate is using any of the specified drugs. These tests can be used to identify recent alcohol or prescription drug use, as well as illicit drug use. These tests can be done using saliva or urine testing. Physical Ability tests are used to determine the candidate’s physical ability to perform specific jobs.
Job-Knowledge Tests:
This test measures skill-based technical competency, cognitive capabilities, and mental attitudes toward performance. The best examples of Job knowledge tests include Cognitive skills, Technical skills, and job samples.
Pre-employment testing may be further divided into different types, such as –
- 1. Skill tests
- 2. Cognitive Tests
- 3. Personality tests
- 4. Integrity tests
- 5. Emotional intelligence tests
- 6. Background Checks
- 7. Drug Testing
- 8. Language tests
- 9. Physical ability
- 10. Job Sample Tests
The test types can be further divided into categories depending on the job requirements they are used for. These include Technical Skills Tests and Cognitive Skills Tests. Job-simulation Tests. Language & Communication Tests. Personality Tests. Check here to see if you’re using the correct type of pre-employment assessment.
Check out these pre-employment screenings in greater detail.
1. Assessments of skills
Employers lose an estimated $600 Billion each year to resume fraud. 57% of applicants lie about their skill set
Skill testing is a process that objectively assesses the candidate’s job-related skills. Skill testing measures a candidate’s ability and willingness to learn new skills while performing a specific job.
You can measure skills by giving candidates a variety of scenarios and then evaluating the candidates’ responses to those scenarios. Employers may use job-specific skills tests to evaluate the skills of candidates who are closely related to the job.
1.1 Test of job-specific skills:
Job-specific skills tests are specific to a job role or description. Any of the following types can be included in a job-specific skill test.
- i. Technical
- ii. Cognitive
- iii. Job-simulation
- iv. Language & Communication
- v. Personality
- vi. vi.
The science of assessment and the quality of questions are key to creating such test expertise. To develop job-specific tests, there are two methods to choose from. This bifurcation is not offered by every pre-employment testing vendor. Make sure you verify.
2. Testing of cognitive abilities
Wikipedia defines cognitive ability as “the ability to perform the mental activities most closely related to learning and problem solving”.
Cognitive ability tests measure the candidates’ problem-solving and thinking abilities as well as verbal ability.
Intelligence can be measured, and intelligence tests can measure it. They are among the most precise (in technical terms reliable, valid, and valid) psychological tests and assessments. Wall Street Journal, 1994. Letter from 50 Research Psychologists.
3. Personality tests
Companies use personality assessments to determine if a candidate is a good cultural fit and if their personality is suitable for the job.
Companies today are looking for people who can not only be smart and intelligent but also have the ability to apply certain traits to a difficult job in today’s digital disruption and changing business environment. Companies must assess the personality traits of candidates in these situations.
U.S. employers test as many as 70% of applicants’ personalities Source:
These are just a few of the many things you can learn about.
3.1 Myers-Briggs Personality Type Indicator:
This questionnaire helps companies determine which tendencies candidates have.
3.2 DISC Personality Evaluation:
This test focuses on the candidate’s observable behavior, not his/her skills. This test focuses more on the candidate’s behavior than his/her thoughts about something. The DISC personality assessment breaks down behaviors into four quadrants. These are dominance (D), influence, Steadiness(S), and Consciousness [C]).
3.3 The Caliper Profil:
This test assesses how personality traits relate to job performance. This assessment has a few questions. Candidates must choose the one that most suits their viewpoint.
3.4 SHL Occupational Personality Questionnaire:
SHL occupational personality questionnaire measures 32 personality traits that are relevant to performance. The statements given to candidates are limited, and they must choose the one that best describes them. Candidates are assessed in three main areas: emotions, relationships with people, thinking style, and feeling.
3.5 Hogan Personality Index:
The HPI uses the five-factor model to evaluate seven primary and six occupational scales. This are:’service orientation, stress tolerance, reliability, and clerical potential.
3.6 Big Five Personality Theorie:
A group of scientists independently identified five traits that make up a person’s personality based on extensive research. These five major personalities are Openness’ Consciousness,?Extraversion,?Agreeableness, and ’Neuroticism.
These personality tests are very reliable.
The correlation between personality and job success falls in the.03-.15 range – 2007 review of academic literature published personnel Psychology
Do not rely on personality tests to predict how applicants react to job situations. It is better to take personality tests and other assessment tools to make an informed decision.
4. Integrity tests
Integrity tests are part of the personality test category and can be used to evaluate candidates’ ethical views. This type of personality is required for a particular job profile due to the nature of the job, so it’s essential to conduct an integrity test on candidates.
These questions help to identify if candidates lie, use unethical methods, rob the company of monetary gains, face disciplinary issues, or engage in violent activities.
Integrity tests can be complex because it is easy for people to falsify answers. It can be difficult to determine if the candidate is lying or making up facts.
5. Emotional intelligence tests-
In simple terms, emotional intelligence is the ability to control and understand one’s emotions as well as those of others. Emotional intelligence is now a popular topic and is considered a key component to success at work.
Numerous studies by Harvard and Stanford found that soft skills, emotional intelligence, and interpersonal skills are responsible for 85-87% of an individual’s success.
This vital aspect has been overlooked by a small percentage of companies in the past.
After the job-specific skills, however, emotional intelligence is now a highly sought-after skill.
Companies can use emotional intelligence tests to evaluate their candidates’ responses to stressful situations, how they work with diverse teams, deal with challenges, self-awareness, and manage emotions.
Emotional intelligence tests, like integrity tests, can also be falsified. This aside, a candidate’s personality can be changed by company culture if they have the right attitude and a knack for maintaining order.
6. Background Check Tests-
Nearly 72% have background checks for all employees.
Background checks are used to check a candidate’s past to confirm that they are who they claim to be. Background checks can include credit history, education history, criminal record check, and employment history. Background checks should be performed with care. You must inform the candidate of which tests you are performing. If the background checks are rejected, the candidate must show you the certificate.
6.1 Employment Background Check:
Employers report that 85% of applicants have misrepresented their resumes or applications for jobs.
An employment background check can include looking at past work history, medical history, and social media. To get the most accurate information, an employer might outsource this task.
6.2 Criminal Background check:
Criminal background checks are used to check candidates’ criminal records at both the state and national levels. This includes any arrests, convictions, sexual offenses, or warrants that a candidate may have been involved in.
6.3 Credit Background check:
Employers perform a credit background check on employees who are employed in jobs that involve managing money. Employers may also check credit-to-debt ratios to determine how employees have handled past credit and bill payments. Employers might also want to check bankruptcy information.
6.4 Driving Record Background:
Employers can check the driving records of candidates to confirm any history of major accidents or traffic violations.
6.5 Social Insurance:
Social Security Number Trace can be used to track the applicant’s past residence. This information is used to make a list of countries that need to be checked for criminal records.
7. Drug Testing
Verification companies may also request that candidates take a drug test as part of their background checks. The drug test is not disclosed to candidates in advance so that they can give more accurate results. To submit a sample, candidates are directed to a laboratory.
The applicant must submit a sample of hair, urine, saliva, or blood drug tests from the laboratory.
Because there may be legal issues in the future, strict procedures will be followed to document and prevent any adulteration of the sample.
Drug testing is performed to check whether a candidate has used illegal drugs in the past. This is done to prevent hiring drug-addict candidates and protect employees against possible alcohol or drug abuse.
8. Language Test
Communication is an essential part of any team and vital for team collaboration. Effective communication between team members is key to achieving team goals.
Language proficiency tests are used to assess candidates’ ability to communicate in a specific language. This could include a basic vocabulary check for the job and a check of the candidates’ written communication skills.
9. Physical Ability Tests
The physical ability test measures the ability of candidates to perform job-related tasks. These tests measure strength, endurance, stamina, and other physical abilities.
A few examples of physical ability tests are:
i. Balance Test: Tasks that require stability in body position
ii. Flexibility Test: This includes tasks requiring you to bend or stretch to pass the test.
iii. Cardiovascular endurance test: Task to assess aerobic capacity
iv. Muscular Tension Test: Tasks that involve lifting, pulling, and pushing
Why should you perform PAT?
Before you hire someone for a job that involves physical activity, it is recommended to conduct a PAT (physical ability test). You can reduce accidents’ costs and time involved by conducting a PAT. Other benefits include:
- i. Enhanced productivity
- ii. Lower worker replacement cost
- iii. Improved job performance and employee satisfaction
- iv. Reduced medical costs
EEOC guidelines require PAT to be validated before candidates can be tested for the tasks required for the job. Employers could face harsh sanctions if EEOC finds that discriminatory tests have been used.
10. Test your work with a Work Sample
The candidate must complete work sample testing. These types of tests are deemed to be high in content validity.
There are many types of work sample testing, including:
i. Work sample test (with training ):
Candidates are required to follow instructions and perform the tasks. This type of testing can be used by candidates who have little or no previous experience.
ii. Simulation of Low Fidelity:
The candidates will be given five options and a description of their work situation. The candidates must choose the most likely and least likely responses.
iii. Work Simulation Tests
The candidate is presented with a real-life situation in which they work and then asked several questions to help them describe their decisions.
If you still want more information about the pre-employment test, then visit pcpworks.com
