A better way to screening candidates for a particular job? Pre Employment assessments. Pre Employment assessments screen all of your potential candidates with the same basic parameters. They help you measure their specific experience in the key skills that matter most in an open position. They also provide you with important information about your applicants’ communication and personality styles.
One of the primary purposes of pre-employment assessments is to facilitate effective communication and applicant screening between hiring managers and job applicants. The objective of these personality assessments, which may also be referred to as personality tests or executive character tests, is to provide employers with useful information about job applicants that they can use in making decisions about hiring them. In most cases, employers will make preliminary pre-employment assessments to determine if an applicant is a good fit for the position they seek to fill, before going on to complete the more detailed assessment process.
A pre-employment assessment is simply a structured interview or screening tool which helps employers determine if an applicant is a good fit for the position they seek. It is designed to collect data which will help the employer to establish whether or not an applicant is likely to succeed in their new position. This assessment involves asking questions about the applicants’ behaviors, personality, skills and habits. While many employers believe that pre-employment assessments to help applicants get a “second chance” at success, these assessments also typically reveal a lack of self-awareness by applicants who are normally assessed using a more traditional hiring process.
Traditional interviews are conducted face-to-face and often begin with an oral presentation from which candidates are encouraged to elaborate on their accomplishments and professional accomplishments. Candidates then have the opportunity to speak candidly about their work history, work skills and personality traits. As you can imagine, some candidates may not be as comfortable sharing their weaknesses or work experiences during an in-person interview. With the combination of the written word and the human body language of the candidate, it is often difficult to hide one’s weaknesses. It is this inherent lack of tact that many employers have found effective during their pre-employment assessments. These assessments also commonly reveal a lack of understanding of company culture, expectations and work policies.
Because these assessments provide employers with data that they need to properly assess each potential candidate, many employers have elected to combine these types of assessments with other hiring tools such as a personality test or a behavioral test. While there is no universal standard for evaluating potential employees, employers have discovered that tests which require a combination of several different components yield better results than a single test. Combining these tests results in more accurate employee evaluation results and employers are able to make a more informed hiring decision. For example, a multi-policies test which asks applicants to respond to a range of behaviors and attitudes will yield better results than a single personality assessment tool.
There are many benefits associated with pre-employment testing. In addition to helping to ensure a safe and healthy workplace, employers have found these tests to be invaluable in terms of their recruitment and hiring efforts. With the help of modern technology, pre-employment assessments provide employers access to a large pool of potential employees which significantly enhances their ability to effectively select the most suitable individuals. Furthermore, because many of these tests do not require a security clearance, they are easily conducted by non-specialized employees who have an interest in the job role being conducted.