All you need to know about pre-employment testing

Pre-Employment assessments tests are very much required to select the right candidate for any profile vacant in the organization to enhance employee productivity.

Some essential advice to follow

If the plan is to hire new employees of the organization, then care should be taken to ensure of giving opportunities to those who are well qualified and eligible for the post. These days, hiring managers are no more relying only upon those traditional hiring forms and patterns. The problem faced is that majority of the hiring managers are found to follow unreliable and poor candidate evaluation methods and rely excessively on gut feel and face-to-face interviews.

Gaining competitive edge

If more robust and reliable approach is taken towards hiring employees, then the overall employee productivity can be increased tremendously. If less risky and enhanced employment conclusion is to be made, then sturdy pre-employment assessments based tests are to be in place.

Why carry out pre-employment testing?

There is a genuine and urgent need to take only healthy recruitment decisions. Mistakes committed can prove to be expensive and even cost the organization dearly, which might take several years to fix. This can be avoided by using the best Pre Hire Assessments provided by the industry experts.

Pre-employment inventory tests to reflect upon

Several pre-employment tests are available that can be executed as employer. But chances are not being able to complete them fully. Few can be more pertinent and key when compared to the rest and based upon nature of role to be played by the employee and responsibility to be taken. For example, if the employee is expected to work with kids or money, then police and background checks are an absolute must. Drug or fitness tests might also be appropriate. Extensive expensive pre-employment test will not be required in all cases and hence, it will be wise to take a practical case by case approach.

Few reasonable Assessment for Next Hire include

• Psychometric test (Personality test)
• Background checks (Verify references)
• Face-to-face meeting
• Phone job interview

Besides the above, on-the-job practical test should be considered. Job assessments have always been a decent way to view someone’s approach towards the profile offered and to find out if he/she fits it perfectly or not.

Long list assessments: Taking out license agreement can help to get free personality reports. It enables implementation of personality benchmark. The latter can help view the personality type desired to suit the specific role. New applicants are to be then compared against the set benchmark and then the list prioritized accordingly.

Personality test: There are available premium and affordable versions to suit the profile to be filled up. It can help to improve hiring decisions. It should not be left to be used at the completion of the process.

Interview training: Basic training is an absolute must for all hiring managers. Plenty of psychology is involved in the job interviews and the person should know how the situation is to be managed properly.

The author writes articles and blogs on pre employment screening Australia. He is associated with http://www.cleard.life/.