Screening Using Pre Employment Assessment Test

The productivity of an enterprise depends mainly on the quality of the employees. If an enterprise wants to improve productivity, reduce employee turnover, and give other enterprises tough competition in the market, the enterprise should first focus on hiring talented and eligible employees. 

When the employees are capable and skilled, they can handle the various situations in the market. From making better products to thinking and implementing innovative advertising strategies, the employees are responsible for the success or failure of an enterprise. 

Over the years, the recruiting processes have changed. They have been streamlined, computerised, and made flexible so that every enterprise can use a method that helps them pick the best employees. One such process that is fast gaining attention is the Pre Employment Assessment Test. Many companies in today’s market have specialised in creating near-perfect assessment tools that help enterprises filter the most eligible candidates from the large pool of candidates who apply for the job. 

Pre-employment assessments are conducted online. The tests can be customised to any extent, depending on the requirements of the enterprise. With different types of tests available, enterprises are free to perform individual tests or mix them up and create a test form covering all aspects. 

In simple terms, pre-employment assessments are tests conducted to measure candidates' intelligence, skills, knowledge, and abilities. These tests can also assess personality traits, behavioural patterns, and other unquantifiable aspects. Before an enterprise selects an assessment, it must consider the following factors. 
  • What are the vision and mission of the enterprise?
  • What are the essential skills, qualities, and traits a candidate should possess for that job?
  • How are they going to fix the parameters for assessing the tests?
  • Do the enterprises have the required material to create a new test form? Can they use the existing forms provided by the company?
  • Are they looking for candidates who need no further training, or are they willing to provide the required training to the selected candidates?
  • How important is the enterprise to select candidates who can work in their existing environment?
  • At what stage of the recruiting process will the assessments be conducted?
  • Do enterprises want to use different types of assessments at various stages of recruiting?

Let us now take a look at the different pre-employment tests to see how the enterprise can use them to comprehensively measure and assess candidates based on various factors. 

Knowledge-based Tests

The knowledge-based Pre Employment Assessment Test measures technical and theoretical expertise. These tests are aimed to assess the particular knowledge a job requires. This test is most valuable for high-level jobs that demand special knowledge of a specific subject or topic, though it can be used for entry-level employment. For example, an accountant would be asked questions about fundamental accounting principles. 

Integrity Tests

Enterprises wanted to know if the candidates they were hiring would be loyal and honest. In a way, we can say that pre-employment tests began with integrity tests. These tests are divided into two sub-types. Overt integrity tests have direct questions about ethics, discipline, and honesty. Covert tests use indirect and leading questions linked to personality tests and behavioural assessments.

Personality Tests

Personality tests provide enterprises with insights into the traits of the candidates. These tests can show if a candidate will be able to use their distinctive characteristics to become successful in the job. The big five Model is a famous personality test. Understanding the candidate's personality will make it easier to decide if the person is suitable for the job or not. 

Cognitive Ability Tests

Cognitive ability tests or aptitude tests measure the mental skills of a candidate. The ability to comprehend things, make rational decisions, solve problems, handle crisis situations, etc., are some elements that are focused upon. Logical, verbal, and numerical reasoning make up most cognitive tests. 

Emotional Intelligence Tests

Emotional Intelligence (EI) or Emotional Quotient (EQ) has become popular over the decade. The ability of a candidate to understand a colleague's feelings, empathise with them, build productive interpersonal relationships to create a healthy working environment, etc., is assessed. The candidates' other side (dynamic) is measured using this test. 

Skill-based Tests

Like knowledge-based tests, skill-based tests measure the actual skills of the candidate. Both soft skills and hard skills are assessed. Data typing, writing skills, presentation skills, etc., are some examples. 

From start-up businesses to global organisations, any enterprise can conduct pre-employment assessments. The tests have helped many enterprises save around 60% of their time and money spent on the recruiting process. 

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