In recent years, preemployment testing has been used in a significant increase. Due to increasing applicant pool due to the ease with which applicants can apply online, many hiring managers and recruiters now rely on data-driven talents management practices that simplify the hiring process. American Management Association (AMA), a survey, has shown that pre-employment testing has grown steadily over the last fifteen years. According to the AMA, these data showed that:
Another type is safety assessments. Safety assessments evaluate a candidate’s attitude toward safety and whether they are likely to engage in risk-taking behaviour. These assessments can help organizations decrease the number of safety incidents and reduce the associated high costs. Safety assessments promote safety culture and encourage employees to contribute to a safe workplace.
Skills tests measure job-related abilities. These can include communication skills, verbal, math, and communication skills. Or they can narrow down to typing and computer skills. These skills are the skills that candidates have learned through their education and professional careers.
Multi-testing is a great strategy to increase the effectiveness of preemployment testing. It is very common to test aptitude and personality or skills and personalities. Employers can take multiple tests for each applicant to help them assess different aspects of the applicant. This helps to speed up the hiring process and allows them make more informed decisions.
Instead, general skills tests are meant to show a person's current job-related skill level.
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The Integrity and Honesty test is one common type. These assessments are used to help employers manage risk. Integrity tests examine an applicant's tendency to follow rules and attitudes. These tests are useful in predicting behavior regarding a range of counterproductive work behaviours (CWBs), which employers seek to avoid. They can include tardiness, absenteism or theft, fraud, drug abuse, and safety violations. Most integrity tests are used for entry-level positions where overall reliability and rule-following are important. The most popular use of integrity tests is:
In all cases, integrity tests act as a risk mitigation measure. Based on applicants' personality profiles and responses, they determine who is at greater risk of engaging in these types of behaviors. Background checks are an important part of the hiring process. But they can be costly, and only focus on those with criminal records. Integrity testing, on the other side, can reduce risk by identifying unproductive behaviors. While not necessarily as serious than felonies they are still undesirable. Employers can save money and reduce risk by using integrity checks early in the hiring process.