Hiring Decisions – Types of Pre-Employment Assessments

An alternative way to screening potential employees? Pre Employment assessments. Pre Employment assessments screen all your potential candidates across the same broad parameters. They help you measure their experience in the key skills that matter most in an open position. And they rate them on the same scale – so that you know who excels relative to the others when compared with others.

There are two main ways of carrying out pre-employment assessments: The first involves a basic set of interview assessment tools, namely behavioral questionnaires and personality tests – the second involves a battery of standard tests which assess not only the specific skills needed for the job but also the specific personality characteristic you seek in a potential employee. Generally speaking, the behavioral interview questionnaires are designed to look for gaps in knowledge or in skills that are not measured by the cognitive skills questions. The battery of standard tests usually consists of such items as arithmetic, logical-mathematical, linguistic ability, and so on. In some cases, you will need to combine a set of interview assessment tools and a battery of standard tests to get a complete picture of the candidate’s aptitude for the job. Moreover, it is important that you keep track of changes in the pre-employment assessments as they have a tendency to change with time.

Typically, pre-employment assessments consider candidates on their merit as well as their potentials. Employers want to hire people who possess the knowledge, skills, and behavior patterns which are in keeping with the organizations’ needs. A good fit with the company is also preferred as that would translate to a better employee performance and an enhanced workplace environment. Thus, employers make use of these tests as a way of determining if potential candidates can be integrated into the organization as they are, in addition to their abilities.

There are four main types of pre-employment assessments – behavioral, numerical, reasoning, and personality. Each type has its own specifications and differs in its applicability, reliability, and use. In general, tests that focus on one or two areas of particular importance are considered more efficient than those that cover several. It is important to remember that these tests are objective and valid only when they meet preset criteria. Generally, you should try to conduct one or two assessments during your recruitment process. However, if you choose to conduct a battery of tests along with the initial round of candidate selection, you should ensure that all of them meet the pre-employment employment assessment criteria.

When conducting pre-employment assessments, it is important to remember that the data you are gathering will most likely be used for future decisions about your employees. Thus, you should ensure that you administer tests only to those candidates who will have an impact on your company and your employees. The reason why this is so important is that the types of questions you ask in these assessments may in some cases have a significant effect on whether or not a candidate is hired. Candidates who are successful in the initial assessment may then fare better once they are presented with a more in depth assessment.

In addition to evaluating a candidate’s basic skills and abilities, hiring managers frequently evaluate candidates on a number of personal attributes. One of the most common pre-employment assessments used by hiring managers is to measure a candidate’s personality. In this type of assessment, interviewers ask open-ended questions that delve into a candidate’s feelings, values, beliefs, and behavior. Although this type of assessment does not always guarantee that the hiring manager will hire a certain candidate, it is a strong indicator that the hiring manager is leaning toward hiring a certain candidate. As such, it is one of the most commonly utilized tools when hiring for entry level positions.

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