Pre-employment assessments help companies make better hiring decisions by providing insights into a candidate’s personality, aptitude, and skills. But what happens when the testing process leads to numerous hires that result in turnover?
It’s a frustrating scenario: the candidate appears to be a good fit based on their test results but quits or is let go because they are unable to meet expectations. If you’ve been in this situation, you might be wondering— why didn’t the tests work?
When pre-employment tests fail to result in a successful hire, it’s unlikely that it’s the tests themselves. Instead, the issue often lies elsewhere; often, it’s how the tests are being used. Let’s explore a few common reasons why pre-employment assessments might not lead to good hires and what you can do to improve your results.
1. The Wrong Test for the Role
Not all pre-employment tests are equal. Using the wrong type of test for an open position can lead to misleading results.
For example, a personality test that evaluates traits unrelated to the role’s requirements cannot provide an accurate picture of the candidate’s suitability. It fails to assess the qualities that determine job success, leading to results that don’t align with what the job demands. A sales role may require high extraversion and assertiveness, but if the test you’re using is not evaluating these traits, it can lead to increased turnover potential. Similarly, if you fail to administer a test of general mental ability when screening for job requiring extensive problem-solving and multitasking ability, important predictive information may be missed.
Solution: Ensure that the tests you administer align with the specific demands of the job. At Resource Associates, our pre-employment assessments provide role-specific insights —helping you better predict whether a candidate has the potential to succeed.
2. Focusing Only on Aptitude or Skills
Aptitude and skills tests are excellent tools for determining whether a candidate has the technical or cognitive abilities to perform a job. However, they don’t tell the whole story. Personality traits, such as conscientiousness or teamwork, often play an equally significant role in determining whether someone will succeed and thrive in the workplace.
Solution: Combine aptitude testing with personality assessments. Together, they offer a holistic view of a candidate’s potential. Cognitive aptitude predicts how quickly someone will learn and adapt, while personality traits reveal their work style and fit with company culture and job demands.
3. Ignoring Key Insights in Test Results
Sometimes, the problem isn’t the test itself but how the results are interpreted. Pre-employment test reports often include detailed insights about developmental concerns — areas where a candidate may need additional training or support. Ignoring report feedback can lead to hiring someone who lacks the tools to succeed – at least without additional guidance, which may or may not be offered by the company.
Solution: Dive deeper into test reports. If a candidate shows potential but has areas for improvement, structure your interview questions around these gaps to better assess how they might handle challenges. Ensure these questions are directly tied to the requirements of the role. If the report highlights a candidate’s need to improve communication skills, ask them to describe how they’ve handled situations requiring clear and concise communication in the past. Aligning developmental insights with job-specific scenarios allows for a more targeted and meaningful evaluation.
4. Misalignment with Company Culture
Even the best-designed pre-employment tests can fail if they aren’t aligned with the company’s culture, or worse, if the culture is toxic, inconsistent, or non-existent.
A test might identify a candidate as a strong fit for the technical requirements of a job. However, if it doesn’t evaluate traits that align with organizational values—such as collaboration, adaptability, or work ethic — the new hire may struggle to thrive. Worse, if the company culture is chaotic or poorly defined, even candidates with high potential can become disengaged, leading to turnover or underperformance.
Solution: Ensure that tests are tailored to the position and also reflect the broader organizational culture. For instance, if your company emphasizes teamwork and innovation, your personality assessments should evaluate traits like collaboration and openness to new ideas. Additionally, consider taking steps to improve your workplace culture before bringing new employees into the fold. Even the most capable hires will have difficulty succeeding if the environment isn’t supportive of success.
Do the Work to Make Pre-Employment Tests Work for You
Pre-employment tests are an incredibly valuable tool—but only when used strategically. By ensuring you’re using the right tests, incorporating both aptitude and personality assessments, and carefully analyzing the results, you can make better hires that truly fit your organization’s needs.
For more information on how our personality assessments can help your business, visit Resource Associates, a leader in Pre-Employment Personality Testing.
