What are Pre-Employment Tests & Best Practices

A resume or an application is not enough to get a job today. Different background checks and tests are required for many jobs. It is also possible for employers and hiring managers to have questions about how these tests should be conducted. Is it legal to perform these tests? And how do these tests reveal information about the candidate? Find out which pre-employment tests are best for you and which one is appropriate for your hiring needs.

What is Pre-Employment Testing (PET)?

They can be taken in many forms. However, pre-employment tests are most commonly used by HR or hiring managers to determine if a candidate is qualified or if they fit within the company’s culture. These tests can assess skills, personality traits, critical thinking ability, and other characteristics. These tests can identify red flags in potential problematic new hires, such as drug use and morality issues.

Testing Types Common To Pre-Employment

The pre-employment process involves many tests. Several of these are simple and do not take much time, whereas others could take up to an hour. These are the most common tests.

Assessments of job aptitude

Is your candidate qualified to perform the job? Sometimes the hiring process is not enough to tell this. A test of aptitude can help you determine if the candidate can do the job. These skills tests cover everything from business processes to technology exercises.

Sample projects are another form of aptitude testing, such as those given to developers or programmers. You can test their abilities by giving them a task to complete. Not all aptitude tests require you to complete complex tasks. One test may consist of a simple pen and paper or computer test that asks multiple questions about hypothetical work situations.

I.Q.Test

There are two types of intelligence: intellectual and emotional. Both can be measured by today’s hiring tests. Cognitive tests will ask questions and solve problems that measure reasoning, reading comprehension, math skills, understanding, memory, and basic math. Most people believe that this is an “IQ test.”.”

EI (emotional intelligence), or EQ (emotional quotient), are two measures of your soft skills. Soft skills include empathy, understanding others, communicating through speech, and managing emotions. Although it is not always easy to test for emotional intelligence, they are just as important when evaluating a candidate. The marketplace offers more options for testing than hiring managers require.

Personality tests

Certain characteristics are beneficial for certain jobs such as marketing or sales. It may be helpful to assess certain value sets, whether it is open communication or proactive problem-solving. Although not a scientific method, these tests can help employers determine if employees have the same values as your company’s employees. These tests often result in a better-informed hire, as they reveal the candidate’s preferences for specific tasks, motivations, interests, and other characteristics.

Integrity tests

Is your new hire likely to steal? Does the organization trust the provider with sensitive and confidential information? Integrity tests are a way to see how employees will behave in different situations. They can also help you determine if your company is safe from liability. These tests are more useful in environments that require tight security or high-value merchandise. An integrity test is ideal for many government positions and jobs in highly-regulated industries.

Physical Examinations

You may have noticed in job descriptions that most applicants must be able “sit, stand or lift 20lbs” to get the job done safely.

For example, firefighters must pass stringent tests in speed, coordination, strength, and endurance. Others jobs might require workers to work at heights, with heavy equipment, or in extreme heat and cold. You can use pre-employment physical ability tests to determine if the candidate can perform the job for the entire shift without injury to others and themselves. These tests can help you avoid any liability if you fail to communicate unusual physical requirements prior to the candidate starting their job.

Drug Testing

Your workplace might not be open to recreational marijuana use, regardless of whether your state has legalized it. You won’t be allowed to use other drugs. There are many tests available to determine if your new hire has ever used drugs. These include hair samples, saliva, and sweat. There are also alcohol tests. These tests can detect if someone is under the influence. Drug tests are not able to do this.

Follow your state’s or local guidelines regarding substance testing to ensure you comply with their requirements.

Tests that are specific to the industry

Depending on the industry, there are other reasons to test your new hire. An OSHA test for food service is a good idea if you own a restaurant. Also, you might ask about the knowledge of any state laws, certifications, insurance liability, and other information that could be used to prove job performance. Bartenders and others who serve alcohol might be required to show that they are familiar with how to sell and deliver drinks.

Why use Pre-Employment Testing?

Pre-employment testing is something you should consider. Each test has its benefits. Here are some of the benefits of testing:

• You can save money by not hiring someone who isn’t right for you or that you have to terminate.
• Reduce your shortlist to the most qualified candidates
• Do not accept applicants who fail a background or drug test.
• Compare applicants who appear to be equal on paper.
• Get an idea of the job market and the suitability of today’s candidates for the job you are looking for

Although job testing can be more expensive and may prolong the hiring process, there are many cost-reduction opportunities. You can reduce turnover and cost of hire, decrease training costs and reduce the liability for a bad hire.

It is also possible to avoid having a workplace culture that isn’t right for you by not hiring too many people. These cultural costs can have a significant negative impact on the company’s overall success.

Is Employment Testing Legal?

If you use the testing to answer questions related to the job you are applying for, then you are legally compliant. The test developer will direct you to use it. It is illegal to use test results for discrimination against applicants based on the EEOC. These are age, gender, and disability.

It is also advisable to communicate with the applicant about all information stored and how it will be used in the future. You must ensure that all data obtained from the tests are in compliance with federal and local privacy laws.

Best Practices for Employment Testing

If used correctly, employment tests can prove to be very beneficial. Here are some tips:

• Hire only those candidates who meet the minimum requirements.
• The only test for the skills that will impact the job at hand
• You can use the same test to test all applicants for the exact same job but you can choose a different test for each job.
• To test your current employees, see what they can measure.
• You can only use a test as long as you find it useful regardless of how close you are to the provider or testing center. You can always move on to newer or more relevant tests as they become available

Pre-employment testing is a great way to get additional information about job applicants. It can also make the hiring process easier and more affordable. If you want to get the test done then contact PCP Works.

Combine your testing methodology with PCP Works systems to change how you test.