The Top 5 Pre-Employment Testing Evaluations
Pre-employment testing now plays a much larger part in the workforce than it once did for many different reasons. First, as employees embrace remote work more fully, the organization’s ability to conduct in-person interviews declines, necessitating remote testing options.
Second, the pre-employment assessment test has become crucial to handling ever-increasing applicants because remote working has broadened the spectrum of roles that candidates can apply for. Lastly, as pre-employment testing providers multiply, so do the empirical studies supporting its application, further bolstering its adoption.
Pre-employment screening, commonly referred to as pre-employment testing, evaluates job candidates by gauging their key competencies. Finding applicants who are a good fit for the position is the main goal of pre-employment testing. These examinations primarily aid businesses in making fact-based employment choices. In other words, these exams serve as the application process’s due diligence method.
Pre-hire examinations, technical interviews, psychometric tests, and drug tests may be included in the testing process. Drug tests and background checks are utilized for onboarding new employees, whereas job skills tests and personality assessments are employed during the pre-interview phase.
Here are the top five pre-employment testing evaluations on the market right now:
Tests of Verbal Reasoning:
Tests of verbal reasoning assess a person’s capacity for processing qualitative information, such as spoken and written words. Verbal reasoning is a component of general cognitive ability, the best indicator of work performance.
Verbal reasoning is one of the key components of mental capacity. It may be the most significant work because most of the information given to employees daily is written or spoken. But because it cannot be directly assessed, general cognitive capacity must be indirectly evaluated using a variety of specific aptitudes, such as verbal thinking. Verbal reasoning exams are among the most effective pre-employment predictors of performance, especially when used in conjunction with other aptitude tests.
Tests of Numerical Reasoning:
A person’s capacity to work with quantitative information, such as numbers and mathematical operators, is measured via numerical reasoning tests. When paired with other aptitude tests, numerical reasoning, a significant component of general cognitive ability, gives an indirect measure of overall mental capacity.
In roles where employees must use data or analytics to make significant decisions, particularly in complicated technical, professional, and managerial responsibilities, numerical reasoning is crucial. The numerical reason is one of the best indicators of task performance currently available as a pre-employment evaluation since it is strongly related to task completion (rather than contextual performance).
Tests of Inductive Reasoning:
Tests of inductive reasoning gauge a person’s capacity for abstract problem-solving and logical thought. Inductive reasoning is sometimes referred to as non-verbal, abstract, diagrammatic, or logical reasoning in cognitive ability test batteries.
In professions requiring complex problem-solving, creativity, invention, or systems thinking, such as highly technical roles, inductive reasoning is particularly crucial. Additionally, they have the advantage of being particularly linguistically neutral, which makes them incredibly appropriate selection tools for evaluating applicants across several languages. When paired with other aptitude tests, inductive reasoning tests are frequently used as pre-employment screening tools to evaluate engineers, tech employees, or white-collar workers.
Personality tests are behavioural evaluations used to identify the most important facets of a person’s temperament and character. Using personality questionnaires enables you to measure the many personality factors inextricably tied to work performance, engagement, and culture fit.
For instance, as it helps people stay organized and focused, conscientiousness is a well-established predictor of performance in practically all occupations. Similarly, resilience-related personality qualities are almost always linked to both performance and well-being at work, making personality tests extremely useful for pre-employment evaluations in practically any position.
Tests of Situational Judgment:
Situational Judgment Tests (SJTs) are behavioural evaluations that test a candidate’s tendency for decision-making and the ability to reach rational conclusions. They give candidates fictitious examples of real-world professional situations and various alternative solutions.
The effectiveness of each line of action must then be ranked or rated, allowing candidates to demonstrate their decision-making skills. Because they are created to forecast performance in very specific tasks, they are among the market’s most workplace-relevant assessments.
SJTs can be used with these tests to maximize their practical utility because research indicates they can predict performance better than ability tests and personality questionnaires.
Although there are many pre-employment assessment tools on the market, the two types that work best are as follows:
- Cognitive tests are intended to examine particular facets of a person’s overall mental capacity.
- Behaviour evaluations are created to gauge various behavioural characteristics that shape a person’s personality, temperament, and ultimate behaviour.
Utilizing pre-employment assessment tools that look at cognition and behaviour will help you increase the effectiveness of your screening procedures and provide high-calibre short lists of candidates who merit further consideration for interviews. Because both modalities can be used in a very effective assessment process and each helps to find qualified candidates for hire, businesses shouldn’t frame this discussion as “Pre-employment testing vs. Interviews.” ComfortViral