The job market is becoming increasingly competitive each day and several employers are resorting to pre employment testing to help them determine the best candidate for a job opening. Resumes can provide employers with a certain level of insight into the capabilities of applicants and a relevant test can help much in narrowing the field.
Pre employment tests can provide employers with a range of advantages. Through this kind of test, employers can determine positive traits like integrity, competence, motivation, and reliability within candidates. These tests can also allow employers to identify negative traits like substance dependency and inclinations towards theft within candidates. They can also provide further insight into candidates that can very well help in determining differences between candidates who seem to be equal after having their resumes evaluated and after having gone through an interview.
There can also be disadvantages to pre employment testing, like test results being just one factor of the hiring process. Employers should not forget to base their decisions on other factors as well, including qualifications, experience and interview.
There are important things that need to be considered in administering pre employment tests. These tests need to be administered by employers or people who have been certified for validity and reliability. One must also remember that test results are not necessarily indicative of the ability of an applicant to deliver the job as expected. This simply means that tests should focus on the potential of the applicants. It is also important to ensure that testing conditions are fair and consistent for every candidate.
We must also remember that pre employment testing might eliminate some candidates who are highly qualified but they simply do not perform well on tests. This is because there are applicants who react poorly to tests. Therefore, in designing tests that you plan to include in applicant tracking software , try to consider including questions that will give you insight about the applicants potential and inclinations, without having to be discriminatory. With this said, people are generally sensitive to questions involving age, ethnicity or race, *** preference, and disability status. So always keep these in mind.