Using pre-employment assessments will speed up the hiring process and enhance the quality of your hires. When you conduct employment screening tests with a standardized, objective assessment, you can confidently eliminate employees who are not capable or fit for the position.
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Pre-employment tests: What Are They?
Assuming you want to measure the differences between a candidate’s intellectual abilities and the abilities required for the job, pre-employment tests are tailored assessments that help us learn more about a person’s skills, behaviors, and personality.
In pre-employment testing, companies determine whether a candidate has the necessary skill set and qualifications to be successful in their role. During the hiring process, pre-employment tests are used to narrow down candidates and determine who will advance to the next round – usually before an interview. The employer should ensure that pre-employment tests are efficient and reliable before making hiring decisions.
Pre-employment testing: Things to know before conducting it
It is important to understand the legal implications of unreliable and discriminatory testing before evaluating the types of tests you can use.
The use of pre-employment tests can lead to unconscious bias against a specific group of candidates, in violation of Equal Employment Opportunity laws. Disability-related candidates may have difficulty completing physical exams or writing assessments, which may negatively affect their scores. Even so, their struggles with the test may not harm their ability to do their jobs well. Therefore, excluding them from further consideration may be considered discriminatory by a court of law.
To be fair to your candidates and to ensure the quality of your hire, you want to make sure that any pre-employment tests you require are as reliable as possible. For example, it does not make sense to administer a physical assessment to someone applying for a sedentary data entry position where they will be sitting for most of the day.
Additionally, information about age or disability cannot be included on pre-employment tests that conflict with federal laws related to equal employment opportunities. The pre-employment tests must also be given to all candidates for the particular role.
Advantages of Using Pre-employment Tests
When used correctly, pre-employment tests help employers make better hiring decisions. The results of a test are quantifiable data – numbers that allow comparing candidates on an objective, unbiased basis.
Hence, you can reduce the number of hours your team members need to commit to the hiring process by using a pre-employment test to save their time. Furthermore, by narrowing down your applicant pool faster and eliminating unqualified candidates sooner, you can reduce your cost-per-hire and save money.
By testing prospective employees before you hire them, you’ll improve both your quality of hire and your retention rate. Skills tests will ensure the candidate can excel in the role, and personality and culture fit assessments can help you verify that they’re a good fit for the company. You can also use testing to help promote from within; use a skills assessment to evaluate an employee’s qualifications for a managerial or leadership role.
Conclusion
If you want to know where pre-employment testing is done then contact PCP Works. Their PCP Testing System is used by medical teams to perform post-offer or pre-employment physical examinations and functional capacity evaluations (FCEs). The process is very similar to pre-employment physicals provided today. Just contact now to get every solution regarding the pre-employment testing service.
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