Pre-employment tests have a history that spans at least the last century. With the increased availability of these tools on the internet, businesses have only increased their use, allowing them to better predict the best fit between a job candidate and an open position.
Validated pre-employment tests can provide objective data that helps hiring managers make more informed decisions, which may lead to reduced turnover and improved performance. However, there are several different types of pre-employment tests available. Selecting the right type of test is an important consideration to maximize the benefits of any pre-employment assessment.
Whether it’s personality assessments, aptitude tests, or skills-based evaluations, understanding how each test works and when to apply it can lead to more successful hiring outcomes.
Personality Testing: Gauging Fit Beyond Skills
RA’s position is that personality tests are one of the two most valuable assessment tools for understanding how a candidate might behave and perform in the workplace.
We recommend personality tests based on the Big 5 traits, and specifically designed to evaluate fit for the workplace – an important distinction when compared to some other personality tests on the market.
By evaluating core traits such as conscientiousness, emotional stability, and openness to experience, personality tests can predict not only job performance but also how well a candidate will fit into the company culture.
RA’s pre-employment personality assessments are tailored to evaluate behavioral tendencies by measuring levels of these core traits. For example, the Personal Style I1 Test assesseswhether an individual is likely to be trustworthy, possess a strong work ethic, be easy to get along with, assertive, team oriented and positive-minded while on the job.
According to a study from the International Journal of Selection and Assessment, personality tests have been linked to better job performance, particularly when used in conjunction with other hiring tools.
Aptitude Testing: Measuring Potential
Aptitude tests such as general cognitive ability tests, assess a candidate’s overall ability to learn, problem-solve, and adapt to new situations, making them an excellent tool for evaluating potential, especially in roles that involve decision-making or technical problem-solving.
Cognitive ability tests are shown to provide employers with the best predictive evidence of a candidate’s future performance. These tests can measure verbal and/or numeric reasoning, logic, and spatial awareness, or any combination of those items, rather than specific knowledge tied to a particular job.
For instance, hiring for a role that involves frequent troubleshooting, like an IT technician or mechanical engineer, might benefit from an aptitude test that focuses on logical thinking and technical reasoning.
According to research from the Aberdeen Group, businesses that incorporate aptitude testing in their hiring process report higher performance levels among new hires and a reduction in overall hiring costs.
Skills Testing: Evaluating Competency
Skills tests are a straightforward way to determine whether a candidate has the specific knowledge required for a job. These tests evaluate proficiency in areas directly related to the position, such as software knowledge for IT jobs, writing skills for communication roles, or numerical abilities for accounting positions.
Administering skills tests help filter out candidates who may have the right personality or potential but lack the core competencies necessary to succeed, particularly for highly technical or specialized roles.
Work-Sample Testing: Real-World Scenarios
Work-sample tests ask candidates to perform tasks that they would be expected to handle on the job. This test type is particularly effective for roles that require high levels of task-specific proficiency. By replicating the actual tasks a candidate will face, work-sample testing offers a clear, practical demonstration of their skills under real-world conditions.
For example, a graphic designer may be asked to create a sample project under a tight deadline, while a sales candidate might be given a mock client to pitch a product to. These tests provide insights not only into the candidate’s competency but also into their ability to work under pressure, manage time, and think creatively.
Drug & Background Screening: Ensuring Trust and Compliance
While aptitude and personality tests assess a candidate’s potential and fit, drug and background screenings ensure that the candidate meets company standards for safety and trustworthiness.
Drug screenings help maintain a safe workplace environment, especially in industries like transportation or construction, where safety is paramount. Background checks, on the other hand, verify a candidate’s history to ensure there are no red flags, such as criminal activity or fraudulent claims on their resume.
While these tests are more about protecting the company and its employees, they also contribute to better hiring decisions by ensuring that candidates are reliable and trustworthy.
It is important to note that drug testing and background screening should not be the only pre-hire tool used to predict the success of a prospective employee.
Selecting the Right Test for the Right Hire
Incorporating pre-employment tests into the hiring process can significantly improve decision-making, leading to better hires, reduced turnover, and enhanced productivity. Combining different tests may yield the most comprehensive results, offering a clearer view of a candidate’s suitability for the role.
Whether you’re using personality tests to gauge cultural fit, aptitude tests to assess problem-solving abilities, or skills tests to confirm job-related competencies, selecting the right test for the role is essential.
For more information on how our pre-employment tests can help your business, visit the Resource Associates homepage.
