| Irrespective of the size of the company, the | | | | during these employment pre screening checks |
| employment pre screening check can be | | | | are quite reliable and have the Applicant Risk |
| conducted by the employer and it is very much | | | | Profile as well as the Career Ethic Inventory. The |
| within their rights. After all, they have to ensure | | | | former is to verify if the prospective candidate |
| that they are recruiting the right candidate given | | | | can conduct himself such that he causes no |
| the fact that there are so many instances of | | | | damage to the work culture and environment |
| past criminal records, frauds and security threats | | | | given his negative traits while the latter tries to |
| emerging every other day. You must therefore | | | | work out the attitude of the candidate. All these |
| be prepared for this kind of a check to get into | | | | tests have been conceived to find out about the |
| an organisation and merely passing the interview | | | | fit of the new person into the organisation. |
| as well as associated tests are not enough by | | | | Tests that help out symbolic reasoning, numeric |
| themselves. | | | | ability, and verbal comprehension are also |
| The various components of an employment pre | | | | conducted for some positions. Higher level position |
| screening check can be psychometric tests, | | | | candidates are tested with the Professional |
| checks about previous employment, checks about | | | | Employment Test instrument and this is to find |
| educational qualifications, drug tests and so on. | | | | out the cognitive abilities as well as the behaviour |
| There can be other tests also that are conducted | | | | he exhibits and if that is okay for such high |
| by professionals in the HR department to get the | | | | positions. |
| maximum facts about the prospective employee | | | | In the past when certain HR professionals have |
| so that they know they are making the right | | | | not followed these tests to recruit candidates, |
| choice. | | | | they have had to pay a heavy price if terms of |
| These tests are done either online or even at the | | | | bringing on board the wrong type of candidates. |
| premises of the company. The psychometric | | | | This has resulted in increased costs of |
| tests are done online and do not matter where | | | | recruitment, training and other issues that have |
| they are done. It is done to test the logic, | | | | affected the moral of the team in which these |
| chances of reasoning of the candidate. Other | | | | candidates worked. This is not to say that all |
| tests may be conducted to check out the | | | | these tests are fool proof. They can only reduce |
| technical skills of the candidate and this is true for | | | | the chances of a wrong selection and companies |
| specific technical positions. | | | | can at least rest assured that they did their best |
| The different instruments that are normally used | | | | to get the right guy on board. |