There are many types to pre-employment test. This eBook will address five major types: aptitude, personality and emotional intelligence.
Pre-employment tests are a uniform, objective method of gathering information about potential candidates during the hiring procedure. All pre-employment testing are validated and professionally designed. This is because they can provide insight into the talents and personality traits of prospective employees. Pre-employment assessments, depending on the type, can provide valuable information about the ability of job candidates to perform at work.
Research has shown cognitive aptitude tests are much better at predicting job performances than other common hiring criteria. Aptitude testing is twice as predictive for job interviews, three to four times more predictive for experience and four to five times more predictive than education level.
Figure 1 shows that aptitude tests are four times more predictive of job performance than job interviews.
Pre-employment tests can prove to be very valuable in this environment for companies looking to recruit the right talent. Pre-employment assessments are a great way for all companies to get a better understanding of the many candidates applying for open positions. Technology is likely to be responsible for the increased number of applications. But technology also makes it easier to integrate preemployment testing into the hiring processes.
Aptitude tests measure critical reasoning, problem solving, and ability to learn, digest, apply, and evaluate new information. Cognitive aptitude tests aim to measure applicants' intelligence or brainpower. According to a study, 70% of employers were looking for problem-solving skills and 63% wanted analytical skills. These abilities can be hard to judge if only you look at your resumes or interview. Aptitude tests can help. Aptitude tests may be used in virtually any occupational setting but they are especially useful for high-level and mid-level jobs. Aptitude tests assess the key abilities required to perform in a wide range of jobs. This makes them the most reliable predictors of job performance.
Pre-employment exams have grown in popularity over recent years to help manage large applicant streams and filter them. The Internet has made it easier than ever before for job-seekers, with one study estimating that 250 resumes are submitted on average for each corporate job posting. "Resume spammers" refer to job-seekers who send out their resumes in mass emails, regardless of whether they are qualified or suited for the job. The average time spent by job applicants to read each job description is 76.7 seconds. It's no surprise that 50% of job candidates don't have the necessary qualifications. According to most reports, the average time it takes for a recruiter to go through each resume is 6.25 seconds.