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The use of pre-employment testing has grown dramatically in recent years. With applicant pools on the rise due to the ease of applying online, hiring managers and recruiters are starting to rely more on data-driven talent management practices that streamline the hiring process. According to surveys done by the American Management Association (AMA), the use of pre-employment testing has been growing steadily in the past fifteen years. The AMA's data revealed that:

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General skills tests rather, they are intended only as an indicator of a person's current skill level in key job-related competencies.

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In all of these cases, integrity tests serve as a risk management measure by determining which applicants represent a higher risk of engaging in these behaviors based on their responses and personality profiles. Employers often use background checks during the hiring process to mitigate risk, but background checks can be expensive and only target people who have a past record of committing crimes. Integrity tests, on the other hand, will help reduce risk with regard to a host of unproductive behaviors that, while not necessarily as serious as felonies, are generally undesirable. By using integrity tests early in the hiring process, employers can save time and costs while still minimizing risk by screening out applicants that might exhibit workplace behaviors that can damage their organizations.

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To maximize the effectiveness of pre-employment testing, one useful strategy is to use more than one type of test. For example, it's very common to test aptitude and personality, or skills and personality. Using more than one test for each candidate allows employers to assess more than one relevant aspect of an applicant, providing more objective, reliable data to streamline the hiring process and make more informed decisions.

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Skills tests measure job-related competencies; broad ones like verbal, math, and communication skills, or narrow ones like typing and computer skills. These are skills that candidates have picked up through their education and career histories – these skills do not necessarily reflect basic aptitude but instead reflect acquired knowledge – what the applicant already knows how to do based on previous experience.

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Another type of risk assessment is a safety assessment. Safety assessments measure a candidate’s attitudes towards safety and the likelihood that they will engage in risk-taking behavior. These types of assessments can help organizations reduce safety incidents and the high costs associated with them. Safety assessments also help to promote a strong “safety culture” where individuals contribute positively to a safe workplace.

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One common type of risk assessment is what is called an Integrity or Honesty test. These assessments help employers manage risk by assessing the likelihood that an applicant will be a reliable employee who will follow the rules. Most integrity tests focus on an applicant's tendencies and attitudes relating to rule adherence. These tests can be used to predict behavior with respect to a wide variety of counterproductive work behaviors (CWBs) that employers want to avoid, including tardiness, absenteeism, time-wasting, theft, fraud, drug use, and safety violations. Integrity tests are most widely used and are most effective for entry-level positions for which overall reliability and rule-following is particularly important. Integrity tests are most commonly used: