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There are many types and types of preemployment tests. This eBook will focus on five main types of pre-employment assessments: Aptitude and Personality, Emotional Intelligence, Risk and Skills.
Figure 1 - When it comes down to predicting job performances, aptitude tests are twice so predictive as job interviews.
Pre-employment tests are becoming more popular as a means to manage large applicant lists and filter them out. The internet has made it easier for job seekers to apply for jobs. According one study, an average of 250 resumes is submitted for every job opening in a company. "Resume spammers" are job-seekers who distribute resumes quickly across the Internet, often without considering job fit and required qualifications. As applicants spend an average 76.7 seconds reading each job description it's not surprising that almost half of job seekers don't have the required qualifications for the job. Most hiring managers don’t have the time or bandwidth to read every resume.
There are many types and types of preemployment tests. This eBook will focus on five main types of pre-employment assessments: Aptitude and Personality, Emotional Intelligence, Risk and Skills.
Pre-employment test are a objective and standardized way to gather data on candidates as part of the hiring process. All pre-employment assessments are professionally validated and well-designed. One thing is common to all: they provide reliable insights into the potential employees' capabilities and traits. Pre-employment tests can reveal relevant information about a job candidate's abilities in the workplace depending on what type of test they are used.
Organizations seeking the best talent will find that pre-employment testing can be a valuable tool. All companies can benefit from pre-employment tests to improve their ability to manage the vast number of candidates who apply for open positions. Although technology may have contributed to the rise in applications, pre-employment testing can be integrated into the hiring process.
Research has shown that cognitive aptitude tests can be far more accurate in predicting job performance, than any other criteria. A aptitude test is twice as predictive and three times as prescriptive as job interviews. It's four times predictive of education level.
Aptitude tests measure critical thought, problem solving, and the ability of learning, digesting, and applying new information. Cognitive aptitude tests measure an applicant's brainpower and general intelligence. According to one study 70% of employers look for problem-solvers, while 63% seek out candidates with analytical skills. These skills can be difficult to evaluate using only resumes and interviews. This is where aptitude tests come in. Aptitude tests can also be used in any type of occupational setting, but they are most useful for those at mid- to higher-level jobs. Aptitude tests test the skills that are most crucial to job performance in a broad range of fields. Therefore, aptitude is the single best predictor for job performance.