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Pre-employment testing has become a popular tool in recent years. The ease of applying online has led to an increase in applicant pools. Therefore, recruiters as well as hiring managers have begun to rely more heavily on data-driven talent and management practices that speed up the hiring process. American Management Association (AMA), a survey found that preemployment testing has been increasing in popularity over the past 15 year. According to data from AMA:

Pre-employment test should only be part of a broad set of criteria to assess candidates. These include resumes. interviews. job experience. education. and other relevant factors. Pre-employment test are most valuable when they are used at the top of the hiring cycle to screen out candidates who don't fit the job description. Although tests can be used to help make decisions, employers who use them will ultimately decide based on many other factors. Companies should expect tests not to replace the hiring process but to streamline it.

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What types of results can companies expect when using pre-employment test? It is important to establish realistic goals and expectations regarding the benefits that a pre-employment test program can bring an organization. By using professionally-developed, validated testing instruments, employers are adding objective, data-driven metrics to the hiring process. Employers should use tests to drive incremental improvements in their hiring results and minimize the risk for bad hires. The tests should be able to dramatically simplify the hiring process. They can also help reduce turnover, lower training costs, improve productivity, and decrease hiring costs. The streamlining of the process should result in tangible improvements - an ROI Calculator will help you calculate the return a company can anticipate after testing.

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Figure 3 - According to American Management Association (AMA), 70% employers do some type of job skills testing. 46% of employers conduct personality and/or psychometric tests on current or potential employees. 41% of employers test applicants based on basic literacy and math skills.

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It is also important to be realistic, and to understand what to expect during pre-employment testing. There is no way to know what tests will reveal. Anyone who makes such claims is being dishonest. Employers who use testing companies' tests to ensure "99.9% accuracy", or "Never make an unqualified hire again" claims, are either ignorant of the science behind it or trying to misrepresent it. Employers are not guaranteed to make bad hires if they include testing in their hiring process. The test can't be used as a predictor. Some people are great employees and others who don't do well on tests can make terrible decisions. While it is clear that tests are much more reliable predictors than resumes and interviews, employers must be aware that no one method of selecting employees will accurately predict their performance.

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They are not designed to assess a person’s skills in key job-related areas.

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Data from the AMA are based primarily on surveys conducted by its membership. This tends to consist of larger organizations. Criteria Corp believes all small and medium-sized business should be able use pre-employment assessments. Our mission, therefore, is to make these assessments easily accessible to all businesses.