Different Types of Pre-Employment Testing – 2020 Guide

Humans are a very important asset of every organization. The selection of human resources for the organization is a very difficult task for the managers. They have to make sure that they are going to place the right candidate at the right time and in the right position. A single wrong decision of human resource managers can result in lowering the efficiency in the working of the organization. For selecting the right candidate for the job position, the very step of the hiring process is pre-employment skills testing. These are the testing methods that are divided into various parts and they analyze the candidate on various aspects and help the manager to know more about the candidates.

Here is the list of pre-employment testing.

  • Job knowledge tests: Employers provide the candidates with the job knowledge test to check whether the candidates are aware of the job they are applying to. This test varies with the field in which you are applying for the job. This test helps the expert to determine how the candidate has earned from the previous positions. So it is better for the candidates to thoroughly go through the subject matter related to the field in which they are applying for the job.

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  • Integrity tests: According to mettl.com, this is one of the most objective tests that can help the experts to evaluate the reliability of the applicants for the job. Employers will ask the question of the degree of integrity you will have when you encounter certain situations in the workplace. The questions asked in this test will be like if any clients ask you to do something illegal, will you do that? The candidate’s needs to answer these questions very accurately, as the answers give you an honest viewpoint to the employer whether to hire or not.
  • Cognitive ability tests: in this type of test the questions are asked about the mental capacity of the candidate to work in the position. The answers provided in this will help the employer to analyze the candidate’s job performance. In this test the candidate’s ability to use numeric reasoning, verbal and logical reasoning to approach various tasks. This is one of the most common tests usually taken by almost every organization while hiring new employees.
  • Personality tests: These tests help the employers to evaluate whether the candidate will fit into the company’s culture or not. This test is very important to be conducted in the organization to know more about the personality of the candidate. There is no doubt that the personality of the candidate varies from person to person. But for some specific job, there is a requirement of the candidate that has an extrovert personality. While performing the test various questions are asked by the employer to properly know the candidate’s personality and according to that, the candidate can be hired from the lot.

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  • Emotional intelligence test: this test is performed to analyze the relationship-building skills of the candidate and the knowledge of the candidate related to emotions. If the candidate is high emotional intelligence, he can reduce conflicts and get the co-workers relieved from the anxiety. There are a few skills that are tested in this test. The first one is teamwork, if the employees have teamwork skills surely they will succeed as they will collaborate with all the co-workers of different backgrounds and personalities. Working in a team will let you accomplish the goals in a better way and there are chances that the employee gets a promotion to a higher level of the job. The next one is adaptability which is very important if you want to survive in a sort of company. For example, if you are being hired as a project manager you need to meet the deadlines given by the clients, and to meet their expectations you need to reprioritize your tasks. And the last is empathy which means understanding the feeling of others in a particular situation. This is a very important skill of emotional intelligence that the candidate should have.

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  • Skill assessment test: this set of the test takes the overview of both employees’ hard and soft skills. This particular test is performed once the employee is into the later stages of the hiring process. For example, if the candidate is to be hired for a public relations coordinator position, the employer can check your writing skills that how many words you can write in a minute and the content that you are writing is relevant for the particular situation or not. In addition to this, the employer will check the research skills, presentation skills, and leadership skills before hiring any candidate.
  • Physical ability test: it is one of the most important tests that is not missed by any of the organizations while hiring employees in the organization. In this test, the candidates are analyzed on their stamina and strength. If an organization is hiring fire-fighters, he must have enough strength while performing his tasks.

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So all the above pre-employment skills testing plays a very important role in their way. The hiring process is not that simple as it looks. It involves many other small tasks that are to be performed well if you want to get success in this process. The importance of these tests is that it helps to analyze the working capacity, mental status of the candidate that is applying in the company for the job. These tests are important from the perspective of both employer and the candidate.

For employers they help to recruit the best candidate for the job and from the perspective of the candidate, he can show his skills in the best possible way. The pre-employment tests may differ from the organization to organization, the way of taking the test may be different but the purpose of taking is the same in all the organizations. The hiring process is not complete without these tests. The tests may vary according to the job vacancy the candidate is applying in the organization.

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