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Pre-employment tests can be used to gather objective and consistent data about candidates in the hiring process. Pre-employment tests are well-validated and professionally designed. They provide valuable insight into potential employees' abilities and characteristics. Pre-employment assessments may provide useful information about job applicants' abilities to work in the workplace, depending on which type of test is used.
Pre-employment tests are a great way to identify the best talent in this setting. Companies of all sizes can use pre-employment assessments as part of the candidate selection process to better understand the large pool of applicants for open positions. Technology may be the reason for an increase in applications. However, pre-employment testing makes it easier to incorporate into the hiring process.
There are many types of pre-employment testing. This eBook will cover five major types of pre-employment tests: Emotional intelligence, aptitude, risk, and skills.
Aptitude tests assess critical thinking and problem solving. They also measure the ability to absorb, process, and apply new information. Cognitive aptitude tests are designed to evaluate an applicant's intelligence and brainpower. One study found that 70% of employers sought candidates who could problem solve, while 63% searched for applicants with analytical skills. Aptitude tests are a great way to help you assess these abilities. Aptitude tests are useful in all occupations, but they're especially helpful for higher-level positions. Aptitude tests are a test of the most important skills for job performance in a variety of fields. It's not surprising that aptitude is the most reliable predictor of job performance.
As a way of filtering and managing large applicant pools, pre-employment tests have been increasingly popular in recent times. Job-seekers can now apply online for jobs faster than ever. One study found that on average 250 resumes are submitted to every corporate job opening. Job-seekers who are known as "resume spammers" distribute their resumes via the internet in large numbers, without regard for job fit or required qualifications. Recruiters have found that more than half of job applicants don't meet the requirements for the job, despite applicants reading job descriptions an average of 76.7 seconds. According to reports, hiring managers have a limited amount of time to review each candidate's resume. On average, they spend 6.25 seconds per application.