Hiring and firing can be costly. Some businesses have decided to incorporate pre-employment tests into their hiring process to filter candidates. Pre-employment knowledge tests are becoming more common as specific skill sets and specializations are now in high demand. Employers can use these kinds of tests to make sure the skills an applicant has listed are accurate and to ensure that, if hired, the individual is placed within the correct department where they can be the most successful.
While HR software for your business may be able to help you process payroll and administer benefits, hiring is more personal and requires more insight than staying current on legislation. If you choose to use a pre-employment test in your hiring process, here are a few things to keep in mind.
Top 3 Considerations For Pre Employment Screening
3. Aptitude vs. Ability
Studies have shown that pre employment screening tests are fairly accurate in predicting a candidate’s potential for success. Someone may have the ability to complete designated tasks, but their aptitude to do so will demonstrate natural abilities and their potential for developing that skill set. A pre-employment test will demonstrate who has the ability to do something with ease and talent, and who can simply complete what is at hand. In one study, incorporating pre-employment tests into its selection process resulted in a 28 percent increase in salesperson productivity. While two people may have the skill set of a salesperson, a pre-employment test could provide insight into which candidate will be more successful with your company.
2. Strengths and Weaknesses
A pre-employment screening test can accurately assess a person’s strengths and weaknesses. This is especially helpful if your team has a skill deficiency and you’re looking to fill the void. Interviews alone may not be able to provide you with the information you’re after, but a pre-employment can provide further evidence for whether or not someone can fill the open position well.
In the same study mentioned earlier, they also examined the relationship between test scores and average sales per hour and found that employees who received high scores on the test sold, on average, $106.35 of goods per hour, while those who received low test scores sold only $83.27 per hour.
1. Employee Retention
If your company has a high turnover rate, pre-employment tests may be worth considering. Often times, employers will hire based on what is in a they resume and after an interview. All candidates are looking to stand out and this could mean an embellishment in what know about specific programs or industries. When this happens, the employee may not meet expectations and may need to be let go. With pre-employment tests, you may be able to increase employee retention while reducing the costs associated with turnover.
While one survey found that 63.2 percent of businesses with over one hundred employees use tests during hiring compared to around a third of organizations with less than ten members of staff, they aren’t for every business and every position. Knowledge or pre-employment screening tests may be able to provide you with some insight into a person’s skills, but they shouldn’t be the final say in whether or not your business chooses to hire a candidate. On top of that, not all pre-employment screening tests are created equal.
Make sure that your business has different pre employment screening tests for different departments and roles so you can get more accurate results. If you choose to use a knowledge or pre employment screening test, make sure it’s a good fit for the position and isn’t the only determinant in whether or not someone is hired.