Pre-employment tests help companies determine which applicants are most qualified (and suitable) for a particular job role. These tests evaluate the candidates' suitability for a particular role through job-knowledge tests, personality traits, intelligence, and physical ability. Organizations must ensure that their pre-employment tests are compliant with the guidelines provided by EEOC (Equal Employment Opportunity Commission) and other laws.
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This pre-employment testing guide is a comprehensive guide for recruiters, hiring managers, recruitment managers, HR people, as well as job candidates – especially in technology companies.
This guide will walk you through the use, benefits, common mistakes, and best practices of pre-employment tests in detail.
Pre-employment tests were formally first used to recruit for the US Army in World War 1: the Army Alpha & Beta tests and were administered to over 1.75 million recruits.
With pre employment testing, the US Army had goals very similar to employers today. Some requirements for the test were:
Whether the Alpha & Beta tests were successful or not for their intended purpose is up for debate, but the US Armed Forces have kept updating their recruitment process and administer the Armed Services Vocational Aptitude Battery (ASVAB) to this day to select recruits.
On an average, companies in the United States spend about $4,000 to hire a new employee and it takes them up to 52 days to fill a position source
By using pre-employment testing, companies can
Pre-employment testing has come a long way since its inception during World War 1. For that matter, it has vastly changed from the days when companies use to take pen & paper tests on their premises.
To align with the disruption caused by technology proliferation, today, organizations have moved to more sophisticated & simulation-based online pre-employment tests. Candidates can take these tests at any time & any place.
Apart from the common benefits, modern online pre-employment tests also serve a bigger purpose in the overall hiring process.
While making the recruitment process faster, sustainable, and more objective, pre-employment tests also help organizations-
“Almost 90 percent of firms that test job applicants say they will not hire job seekers when pre-employment testing finds them to be deficient in basic skills” (Greenberg, 1996, p. 24).”
Apart from being a great help to recruiters, pre-employment tests also help the hiring managers, members of the hiring team, the senior people in recruitment, operations & HR. They help the candidates have a bias-free, fair hiring process, allows them to prove their candidature & showcase their skills in a hassle-free manner.
Let’s have a quick look at how carefully crafted, calibrated & well-maintained online testing tools can help various stakeholders in an organization.
Spectraforce is a staffing solutions company with a diverse client base ranging from IT giants, Fortune 500 companies, and tech-savvy SMBs.
They needed interviewers with strong technical knowledge about various programming languages to assess the skills of candidates. The HR team didn’t have tests for these technologies, so the expensive billable technical resources had to spend time in creating these questions.
By using Interview Mocha, Spectraforce was able to test the depth of candidates’ technical knowledge quickly. Now, the recruiting team does not depend on technical resources for test preparations.
This has helped the company reduce the hiring timeline from 4 hours to 3 hours.Read More...
Altran is a global leader in engineering and research and development (R & D) services. The company receives thousands of resumes across all its job openings. Measuring the candidates’ technical knowledge based on their resumes was a time-consuming and challenging task because candidates had to be interviewed individually. As a result, resumes were sifted based on educational background, work experience, and top-tier colleges. This resulted in missing out on high-quality candidates from lesser-known backgrounds, and the company spent a lot of time with candidates who weren't a good fit for the job.
Interview Mocha’s assessments allowed Altran Portugal to check the candidates’ knowledge and skills vis-a-vis the job role. This helped them cut down the hiring process time by 40% and speak to the most qualified, diverse candidates.
Nowadays, companies of all sizes use a pre-employment testing tool to get a better handle on the vast talent pool applying for the open job opportunities and select job fit candidates faster. While technology plays a vital role in increasing the number of applicants, employers today making it easier by implementing pre-employment tests into the recruitment process.
The challenge that I faced while hiring for Business Analyst or any other position in my team is reaching out to the right candidate. A typical job opening at Gett attracts almost 80-90 resumes. While, on paper, maybe 50 of them fit the bill, there is no sure way of knowing the right fit unless each one is interviewed individually. Another challenge was eliminating human bias while hiring. Since, our process was so dependent on resumes, telephonic, and personal interviews; there was a possibility however marginal that human biases could creep in. In the larger scheme of things, this played out as a significant factor.
As an analytics team head, I have a firm belief in data and data-driven decision making. With Interview Mocha, we got the clarity we were looking for. I created a BA assessment emphasizing analytical and logical thinking skills. These assessments were used for 1st level screening.
As an analytics team head, I have a firm belief in data and data-driven decision making. With Interview Mocha, we got the clarity we were looking for. I created a BA assessment emphasizing analytical and logical thinking skills. These assessments were used for 1st level screening. This eliminated over-reliance on resumes removed irrelevant candidates, and brought transparency to the process. Another major advantage is that there is absolutely no need for the candidates to travel down to our office, they can appear for the assessment from anywhere and Mocha's powerful anti-cheating measures ensure that it's a fair attempt. We finally got the right candidate, that too in ¼ the time it would have normally taken us.
-George Nichkov (Global Analytics Team Lead, Gett).
In this guide, we also cover topics such as:
Know what are the different types of pre-employment tests and their uses.
Know about the legal issues involved with pre-employment testing that may comply with EEOC guidelines or adequate security measures that must be taken before giving a test to any candidate.
Know how to strategize and include the pre-employment tests into your recruiting process. You will be able to choose and check the effectiveness of the pre-employment tests.
Recruiters and HR aren't the only ones who are interested to know about pre-employment testing. Candidates are well aware of the importance of pre-employment testing and there are a lot of basic questions that must be answered. Head over to the candidate's section to know more.