Skills tests assess job-related skills. They can be broad like communication, math and verbal skills or more narrow like typing and computer skills. These skills are acquired skills candidates have gained through their education and careers. They do not reflect basic aptitude, but rather reflect the candidate's prior experience.
Integrity tests are used in all these cases to manage risk by determining who is more likely to engage in these behavior based on the applicants' responses and personality profiles. Background checks are often used by employers to reduce risk. However, they can be costly and only target those who have had a criminal record. Integrity tests can help to reduce risk for a variety of undesirable behaviors, which, although not as serious as felonies but are still unacceptable. Employers can save time, money, and minimize risk by using integrity tests in the early stages of hiring.
One way to maximize the effectiveness and efficiency of pre-employment testing is to use multiple types of tests. It is common to test aptitude, personality, and skills, as well as personality. Employers can use more than one test to evaluate a candidate, which allows them to provide more objective and reliable data that will help streamline the hiring process.
Criteria recommends that you use the emotional intelligence test for those roles that involve a lot of interpersonal interaction. These include sales and customer service, management, leadership, and human resources.
A safety assessment is another type of risk assessment. Safety assessments assess a candidate's attitude towards safety and their likelihood of engaging in risk-taking behavior. These assessments are useful for organizations to reduce the risk of accidents and save money. Safety assessments can also promote a strong safety culture, where employees contribute positively to a safe work environment.
A common type of risk assessment is the Integrity or Honesty Test. Employers can use these assessments to manage risk. They assess the likelihood that the applicant will be reliable and will follow the rules. Integrity tests are designed to assess an applicant's attitudes and tendencies in relation to following rules. These tests can be used by employers to identify potential counterproductive behavior (CWBs), such as tardiness, absenteism and time-wasting. These tests are most commonly used in entry-level positions, where reliability and following rules are particularly important. Most commonly, integrity tests are used:
Organizations can reduce their risk by using risk tests. Risk can come in many forms and all assessments will measure different types. A risk assessment helps companies reduce the likelihood that employees will engage in dangerous or counterproductive work behavior.