Pre-Employment Tests - What Are Pre-Employment Tests And What Do You Need To Know?


Posted April 7, 2019 by Jacqueline789

What are pre-employment evaluations? They are tests that associations contribute to job applicants to assist them hire workers that are effective, reliable, and low-turnover.
 
What are pre-employment evaluations? They are tests that associations contribute to job applicants to assist them hire workers that are effective, reliable, and low-turnover.

What does research say about pre-employment tests?

Research pre-employment tests along with other prediction methods indicate pre-employment tests are the very method to accurately predict how a candidate may perform on-the-job, whether implemented.

In contrast, interviews typically are a bad procedure to predict an applicant's job performance.

Additionally, reference checks, unfortunately, are rather futile, because many companies refuse to reveal negative information regarding their former employees.

Why are pre-employment evaluations so true at predicting real job performance?

Tests that work well are made after doing In-depth research. The study is done find out which evaluation questions work best in the evaluation, plus guarantee that the test is both reliable and valid.

What's evaluation validity and reliability?

Use evaluations only if they were made using research to establish the test is equally (a) valid and (b) trustworthy.

Validity means the evaluation accurately predicts or predictions precisely what it is supposed to predict. For example, if a single scale or part of this pre-employment test aims to predict if a job applicant is teamwork-oriented, then test scale is legitimate only if correctly measures how much or how little an applicant likes teamwork. Or, if a test scale aids predict Problem-Solving Ability, then Problem-Solving Ability section has to be a valid or accurate measure of Problem-Solving Ability. In case a test scale aids forecast Theft/Stealing concerns, then it needs to be a legitimate or accurate forecast of an applicant's possible Theft/Stealing behavior.

Reliability is different than validity. Reliability of a pre-employment test could be established through investigation in several of ways. In general, reliability means a test reliably or consistently measures what it is supposed to measure. As an example, if multiple questions predict Teamwork, then those Teamwork questions must complete measure Teamwork and not some other factor. Additionally, test-retest reliability means that if a job applicant takes the pre-employment test one day and then chooses the same test at a later date, e.g., a month later, then the candidate's scores should be the same in at both times.

In conclusion, use evaluations only if they had been created using research to set up the test is both (a) valid and (b) reliable.

What "Assessments" Are NOT Pre-Employment Tests?

Pre-employment evaluations are specially researched and created especially for testing job applicants.
In contrast, some organizations erroneously use"assessments" meant for training or teambuilding with present employees when they assess job applicants. This is incorrect to do - for numerous factors. For instance, these"assessments" are not researched, designed, nor justifiable for pre-employment testing of job applicants. Furthermore, if any question is raised regarding the use of such"assessments," the company certainly may have a very hard time describing why it utilized a"assessment" intended for coaching or teambuilding to assess job applicants.

So, only use pre-employment tests that actually are researched and designed to check job applicants. Do not use"assessments" which are not researched, designed, meant for, nor justifiable in your evaluation of job applicants.

What Types Might I Use?

Three sorts of pre-employment tests can help you hire the best.

1. Emotional Abilities Tests - assist you predict job-related cognitive skills, such as

a. Problem-Solving Ability
b. Vocabulary Ability
c. Arithmetic Ability
d. Grammar, Spelling & Word Use Ability
e. Ability to Handle Small Details with Speed & Accuracy

2. Behavior Tests - assist you predict key interpersonal skills, character traits, and motives:

a. Interpersonal Skills
Friendliness
Assertiveness
Teamwork

b. Personality Traits
Following Rules & Procedures
Poise Under Pressure
Optimism
Calm vs. Excitable
Feeling-Focus vs. Fact-Focused

c. Motivations
Money Motivation
Helping People / Service Motivation
Creativity Motivations
Power Motivation
Leaning / Knowledge Motivation

3. Dependability Tests - assist you forecast key factors, such as,

A. Honesty on evaluation
B. Work Ethic
c. Impulsiveness [could be linked to safety, injuries, & interpersonal conflick[
d. Stealing / Theft concern
e. Substace Abuse concern

Will Pre-Employment Test"Catch" Job Applicant Who Lies on Test?

A correctly designed pre-employment test will detect - or - find out if an applicant lied by giving answers that may make the applicant seem"better or different" than the applicant really is.

In sharp contrast,"assessments" made for training or team-building - and not for pre-employment testing - do not possess this type of built-in lie detector.

A fantastic pre-employment test may use number of methods to"catch" a project applicant who tries to answer its questions dishonestly. Perhaps the best method involves having a set of truism questions.

You will not"catch" a lying job applicant if you simply rely on whether or not the candidate replied different variations of the identical question exactly the same. For starters, when test asks different versions of the exact same query, that is for (a) producing a scale on that subject and also (b) reliability. Here is why that won't grab a lying or dishonest applicant: The liar could always answer these questions dishonestly.
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Issued By Jacqueline K. Webber
Country United States
Categories Architecture , Arts , Automotive
Tags prevue assessments
Last Updated April 7, 2019