Pre-employment tests are an important part of any interviewing process,

allowing to asses each candidate’s qualifications and on-the-job

characteristics in an objective and standardized way. The pre-employment
assessment test is a very popular and common method used by an
organization to acquire and document useful information about a potential
employee during the hiring process. The tests provide the hiring managers
with an overall view of the capabilities and skills of the applicant (Hitesh
Bhasin, 2021).
A pre-employment test also known as pre-employment aptitude test is a
standardized assessment that is administered to job candidates before they
are hired. These tests are designed to evaluate a candidate’s skills,
knowledge, abilities and job fit for a specific role. Pre-employment tests can
come in various forms including personality tests, cognitive ability tests,
situational judgment tests and job-specific skills tests.
As proposed by Ben Hopgood (2024), pre-employment tests are
standardised assessments designed to measure specific skills, traits, abilities
and characteristics which are important in the workplace. The results of these
assessments are used to inform employee selection decisions, helping to
improve the quality of hire and reduce the administrative burden placed on
the HR teams. For example, an employing organization could incorporate a
numerical reasoning test as part of their selection process, ensuring that all
successful applicants have the requisite level of numerical aptitude.
Alternatively, an organization could utilise a personality questionnaire,
allowing them to select candidates based on their behavioural profile.
However, in both cases, pre-employment testing allows employers to screen
their candidate before hire, increasing the probability of selecting high-
potential employees.
According to Kelly Cantwell (2024), a pre-employment test can help
provide more information than a resume or interview. It gives insights that
make it easier to compare candidates and make informed hiring decisions.
Throughout any hiring process, employers necessarily aim to gather as much
relevant information on their candidates as possible. A resume only tells part
of the story and interviews can’t always prove a candidate’s talent or abilities.
A pre-employment test gives a business a real time view of certain
capabilities. Using pre-employment testing can expose candidate weakness
and prove strengths, which can lead to better hiring decisions and reduced
overall turnover (Marianne Chrisos, 2019).
The problem is that traditional methods of getting to know candidates’
resumes and interviews often don’t yield the best insight. Resumes are
notoriously unreliable 72% of people admit they have lied on a resume, most
often about education and years of experience. Similarly, interviews especially
unstructured ones are subjective and ultimately serve as poor predicators of
job performance.
In contrast, properly developed and well-validated tests are reliable and
objective means of gathering job-related information on candidates. Thus,
pre-employment tests introduce an element of objectivity into the hiring
process by providing concrete results that can be standardized across all
applicants. Employers can then use these data to make better informed, more
defensible hiring decisions. Furthermore, pre-employment tests are essential
for helping directly with both of these concerns by dramatically reducing the
time spent reading resumes and conducting interviews, pre-employment tests
will help reduce time and costs associated with hiring. And by providing
reliable, objective data that predict job performance, tests should increase the
quality of hire and reduce the number of bad hires. Ultimately, this will lead to
bottom line improvements like increased workforce productivity and reduced
turnover.
Apart from that, employers use pre-employment tests to ensure they are
hiring the most qualified candidates for the job. These tests can help predict a
candidate’s performance on the job and their potential for success within the
organization. Additionally, pre-employment tests are crucial for helping
employers identify any red flags or potential concerns about a candidate
before making a hiring decision.
Ankita Kharwal (2023) expresses that, one of the benefits of incorporating
pre-employment assessment tests is their ability to gauge the skills,
knowledge and abilities of candidates which are crucial for achieving success
in a job. Besides that, pre-employment assessments test offer an evaluation
procedure that ensures all candidates are assessed consistently and fairly.
Moreover, this enables employers to make hiring decisions that are more
objective and well-informed.
In addition, pre-employment tests are crucial part of the hiring process as
they help promote diversity and reduce bias in the hiring process by providing
an objective measure of a candidate’s qualifications and abilities. As noted by
Scott Highhouse (2008), standardized tests can help eliminate unconscious
biases and ensure fairness. Besides that, pre-employment tests are also
important for improving employee retention and development because these
assessments can identify areas for training and development enhancing
employee growth and job satisfaction (Paul R. Sackett, 2012). However, by
assessing a candidate’s personality traits and work style, pre-employment
tests can help employers identify candidates who are good cultural fit for the
organization. This can lead to higher retention rates as employees who fit well
within the company culture are more likely to stay in the role longer.
As mentioned by Kate Heinz (2021), conducting pre-employment testing
is essential because it improves quality of hire and reduces turnover. Skills
tests ensure the prospective employee is capable of excelling in the role,
while personality and culture fit assessments help verify that they are a
suitable addition to the company, too. Despite that, pre-employment tests can
also be leveraged when promoting from within; use a skills assessment to
evaluate a current employee’s qualifications for a managerial or leadership
role.
When preparing a pre-employment test, there are several key factors that
should be considered to ensure the test is valid, reliable and effective in
assessing candidates’ qualifications. Moreover, before creating a pre-
employment test, it is essential to clearly define the job requirements and
identify the key skills, knowledge, abilities and attributes that are critical for
success in the role. This involves conducting a thorough job analysis to
determine the essential duties, responsibilities and skills required for the
position. Thus, this can help ensure that the test accurately measures what is
necessary for the job.
Apart from that, there are various types of pre-employment tests
available, including cognitive tests, personality assessments, skills
assessments and situational judgement tests. It is important to select the
appropriate type of test that aligns with the job requirements and will
effectively measure candidates’ qualifications. Robert E. Ployhart (2003) notes
that cognitive ability tests are commonly used to predict job performance,
especially fro the complex and high-level positions. However, it’s essential to
consider the potential biases and limitations of each test type.
According to John Hogan (2007), another crucial consideration is test
validity and reliability. A valid test measures what it claims to measure, while
a reliable test produces consistent results. Test developers must conduct
thorough validation studies to ensure the assessment accurately predicts job
performance.
Furthermore, test developers must ensure fairness and equity in the
testing process. This includes using diverse test development panels, piloting
tests with representative samples and providing accommodations for
individuals with disabilities. Before administering the pre-employment test to
candidates, it is advisable to conduct pilot testing with a small group of
individuals to evaluate the test’s reliability and validity. This can help identify
any potential issues or modifications that may be needed before the test is
used for actual hiring purposes.
A pre-employment test should have clear scoring criteria to ensure
consistency and accuracy in evaluating candidates’ responses. Scoring criteria
should be objective and tied directly to the job requirements being assessed.
Further, the format of the test, such as multiple choice, true/false or essay
questions, should be chosen based on the type of information being assessed
and the desired level of difficulty. The test format should also be user-friendly
and easily administered to candidates.
Besides that, it is critical to ensure that the pre-employment test complies
with all relevant laws and regulations, including those related to equal
employment opportunity, do not disproportionately impact protected groups
of people and non-discrimination. Test content should not unfairly
disadvantage any group of candidates based on factors such as race, gender
or disability. When developing test questions, it is important to ensure that
they are clear, relevant and directly related to the job requirements.
Likewise, test questions should be designed to assess specific competencies
or skills that are important for the role and should be free from bias or
discrimination.
In conclusion, pre-employment tests are a vital tool for organizations
seeking to make informed hiring decisions. By leveraging these assessments,
organizations can improve the quality of hire, reduce turnover rates and
promote diversity and fairness in the hiring process. Preparing a pre-
employment test requires careful consideration of various factors e.g. job
requirements and test type. Following best practices and consulting relevant
sources can create accuracy and promote diversity in hiring process.
REFERENCES
1. Ankita Kharwal (2021). What is a Pre-employment Assessment Test?
Imocha.
2. Ben Hopgood (2024). 5 Best Pre-employment Testing Assessments.
3. Hitesh Bhasin (2021). Pre-employment Test-Definition, Types and
Benefits.
4. Kate Heinz (2021). Everything You Need to Know about Pre-
employment Tests.
5. Kelly Cantwell (2024). Pre-employment: Definition and Examples.
6. Marianne Chrisos (2019). What is the Purpose and Effectiveness of Pre-
employment Tests?
7. Paul Sackett (2012). Personnel Selection and Employee Performance:
Oxford University Press.
8. Scott Highhouse (2008). Judgement and Decision Making in Personnel
Selection: Lawrence Erlbaum Associates.