Top 9 Pre-Employment Tests to Help You Hire the Perfect Fit

If you read this article, you will be able to take your business to new heights.

It doesn’t matter if you are a recruiter or a hiring manager, you have to make sure that companies hire candidates who meet all the requirements for the job. This is not an easy task.

You may need to take a pre-employment screening test in order to make sure that you have found the right person.

Pre-employment screenings, like anjob background checkcan be considered a necessary step before you extend a job offer to a candidate. Both can be used to reduce hiring time and ensure that qualified candidates are hired.

Whatever role you play in the hiring process doesn’t matter. You need to be able to understand the pre-employment testing and the software that allows for easy screening.

Pre-employment tests

Personality

The purpose of personality testing like the test here at https://www.testgroupassessments.com/short-personality-test/ is to help HR professionals, hiring managers and recruiters determine if a candidate is comfortable in a particular role and what type of behavior traits they possess.

There are no wrong or right answers, unlike other pre-employment assessments. A personality assessment is used to evaluate the potential candidates on their level of engagement and their suitability for the job.

These are the five types of personality tests:

• Myers-Briggs
• Enneagram
• DiSC Behavioral Inventory
• Caliper Profile
• SHL Occupational Personality Questionnaire

Aptitude tests

Pre-employment aptitude tests are also known as general intelligence tests. They measure criteria such as critical thinking and attention to detail. It also measures the ability to process, analyze and use new information and data. Because it is difficult to evaluate these abilities on the basis of a resume or interview, this type of test is often necessary.

They can be used in all situations, but they are most useful for jobs at the mid- or upper level. Pre-employment aptitude tests show that candidates who score well are more likely succeed in training and are better equipped to learn new skills in a rapidly changing work environment.

The following types of aptitude tests are the most popular:

• Numerical Reasoning: Questions that are based on figures, charts, and statistics.
• Verbal reasoning Addresses verbal logic, and the ability to understand passages of text.
• Diagrammatic reasoning Logical reasoning under certain time conditions
• Situational judgement:Assess judgment when resolving work-based issues and scenarios.
• Inductive reasoning: This test determines if candidates can recognize logic in patterns and not words or numbers.

Tests of integrity

Honesty tests are also known as integrity tests. They measure the applicant’s reliability and ability to be trustworthy, reliable, and responsible. Integrity tests often ask for ethical guidance. This is to show that you are a good fit with the company’s culture and work well with colleagues.

This test can detect behaviors such as drug abuse, violence, theft, and negative attitudes toward colleagues and supervisors. These tests can be used for any job role, but are especially helpful when it comes to hiring for sensitive information, trade secrets, money, and personal safety.

Drug tests

Before offering a job to a candidate, there are several types of drug testing that your company might require. These tests will determine if the candidate has used any chemicals in recent weeks or even months. The most common types of drug screening include urine, hair, saliva, drug screens, alcohol testing, and sweat drug screens.

Employers have the option to undergo saliva alcohol testing training to screen potential or current employees for alcohol consumption, or conduct other methods of drug testing to test drug use habits. However, drug testing laws can vary from one state to another and may dictate when and how screenings take place.

Skills

Skills assessments do not focus on personality traits or knowledge, but rather measure actual skills, hard or soft.

Hard skills

You can test candidates for many hard skills. The type of job or role you are applying for will determine which skills you choose. Others may include:

• Programming for computers
• Copywriting
• Data analysis
• SEO marketing
• Graphic design

For example, if you were hiring Executive Assistants for your company, you might test them on their typing speed and accuracy. You may also need to test your data-checking skills, as well as writing assignments and presentations.

Soft skills

Some examples of soft skills candidates could be tested include:

• Collaboration
• Communication
• Empathy
• Problem-solving
• Leadership
• Motivation
• Organization

Although they are less quantifiable than hard skills, these are still as important as any other abilities a candidate might have. You may need to focus more on soft skills depending on your job. This is especially true for roles that require people management. Managers, directors, and executives all need to be able to master soft skills in order to lead their teams.

Emotional intelligence tests

Emotional intelligence (EI), is the ability to understand and interpret emotions. Emotional intelligence also refers to the ability to build relationships. These tests are important in roles that involve frequent interpersonal relationships or leadership building.

EI tests are often focused on teamwork, adaptability and empathy. These tests are vital regardless of the industry or workplace setting. They can improve collaboration and create a happier work environment for all employees.

Tests to test your job knowledge

This pre-employment assessment measures a candidate’s theoretical and technical expertise in a specific field. This test is best for roles that require specialized knowledge and/or high levels of expertise.

These tests don’t take into account or consider applicants’ ability to learn. Although they may not have a lot of knowledge about the job or the role, they could still be able to learn quickly and become proficient in it. This doesn’t take into account the gap between what you know in theory and how it is applied in real life.

Cognitive ability tests

Cognitive ability tests are used to measure intelligence. The most popular types of IQ tests are those that allow you to assess your verbal abilities, math skills, and spatial perception.

The General Aptitude Test (GAT) is one of the most popular cognitive ability tests. It focuses on a candidate’s ability use logical, verbal and numerical reasoning to approach various tasks.

Physical ability

A physical ability test measures strength, endurance, stamina and muscular movement. For roles that require physical labor, such as firefighters, truck drivers, and police officers, these tests are quite common. This extra step can help reduce workplace injuries and accidents.

These physical tests may include:

• Balance test: Tasks to determine if a candidate’s stability in body position is difficult to maintain.
• Flexibility test:Tasks which require the user to bend or stretch their body.
• Test of cardiovascular endurance: Tasks to assess aerobic activity.
• Muscular tension testing: Tasks involving pushing, lifting or pulling.

When administering a physical ability exam, it is important to establish a standard that does not discriminate against any group or gender.

If you want to know more about Pre-Employment Tests or want to get Pre-Employment Tests done then you can contact PCP Works. In addition to physicals performed as part of a post-offer or pre-employment process, their PCP Testing System is also used to determine fit-for-duty and functional capacity assessments (FCEs).