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Kinds of Pre-employment Testing

Pre-employment testing is a preliminary examination to determine whether an applicant is capable of doing the tasks associated with the job he is applying for. By using different kinds of pre-employment testing, employers will have a better understanding of their applicants, not just in terms of skills required for the position, but also in terms of physical and mental capabilities that may directly or indirectly affect the job.

By knowing their applicants more extensively, employers will have more informed hiring decisions, to ensure that the workforce will have minimal issues in health, performance, and overall productivity.

Skills Test

This kind of test measures the applicant’s knowledge of the job he is applying for. It measures the applicant’s competence level in the skills required for the position. This test is often objective, meaning that there is a right and wrong answer. A skill test is often in written format.

There are other formats of this test. It can be spoken, meaning that it can take the form of interviews and oral question-and-answers. It can also be a simulation of the workplace, to assess what you can actually do when you are already on the job.

General Test

If skills test focuses on the applicant’s attributes that directly affect the position he is applying for, the general test focuses on attributes that are indirectly related, but still important factors to be successful in the job.

These include cognitive abilities such as problem solving skills, and other educational abilities like comprehension, logic and reasoning, and math. They may look totally unrelated to the job, but general intelligence has always been a good measurement system for overall competence.

Personality Test

An applicant may be very knowledgeable of the job and may be very competent overall, but he may still be subject to mediocrity because of attitude. Personality tests are there to determine whether an applicant’s personality is suited for the job.

For example, punctuality, willingness to learn, and reliability are very good traits for entry-level positions. Being assertive, confident, and outgoing makes sales employees very effective and valuable.

If a personality test is able to determine what kind of person the applicant is, it can help in molding the applicant into someone who can effectively excel in the job position by having slight changes in personality and outlook.

Pre-employment testing is not just about your employee being picky. It is also about you, and how you can maximize your skills, general competence, and personality. So in the end, it is for the benefit of both employee and employer.

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