| What are pre-employment tests? They are tests | | | | "assessments," the organization certainly may |
| that organizations give to job applicants to help | | | | have a very hard time explaining why it used an |
| them hire employees who are productive, | | | | "assessment" meant for training or teambuilding to |
| dependable, and low-turnover. | | | | evaluate job applicants. |
| What does research say about pre-employment | | | | So, only use pre-employment tests that actually |
| tests? | | | | are researched and designed to test job |
| Research on pre-employment tests and other | | | | applicants. Do not use "assessments" that are not |
| prediction methods indicate pre-employment tests | | | | researched, designed, meant for, nor justifiable in |
| are the most method to accurately predict how | | | | your evaluation of job applicants. |
| an applicant may perform on-the-job, if hired. | | | | What Types Might I Use? |
| In contrast, interviews typically are a lousy | | | | Three types of pre-employment tests can help |
| method to predict an applicant's job performance. | | | | you hire the best. |
| Also, reference checks, unfortunately, are quite | | | | 1. Mental Abilities Tests - help you predict |
| useless, because many companies refuse to | | | | job-related cognitive abilities, such asa. |
| reveal negative information about their former | | | | Problem-Solving Abilityb. Vocabulary Abilityc. |
| employees. | | | | Arithmetic Abilityd. Grammar, Spelling & Word Use |
| Why are pre-employment tests so accurate at | | | | Abilitye. Ability to Handle Small Details with Speed |
| predicting actual job performance? | | | | & Accuracy |
| Tests that work well are created after doing | | | | 2. Behavior Tests - help you predict key |
| In-depth research. The research is done find out | | | | interpersonal skills, personality traits, and |
| which test questions work best in the test, plus | | | | motivations:a. Interpersonal Skills |
| make sure the test is both reliable and valid. | | | | Friendliness |
| What is test validity and reliability? | | | | Assertiveness |
| Use tests only if they were created using | | | | Teamworkb. Personality Traits |
| research to establish the test is both (a) valid and | | | | Following Rules & Procedures |
| (b) reliable. | | | | Poise Under Pressure |
| Validity means the test accurately predicts or | | | | Optimism |
| forecasts exactly what it is meant to predict. For | | | | Calm vs. Excitable |
| example, if one scale or section of the | | | | Feeling-Focus vs. Fact-Focusedc. Motivations |
| pre-employment test aims to predict if a job | | | | Money Motivation |
| applicant is teamwork-oriented, then that test | | | | Helping People / Service Motivation |
| scale is valid only if accurately measures how | | | | Creativity Motivations |
| much or how little an applicant likes teamwork. Or, | | | | Power Motivation |
| if a test scale helps predict Problem-Solving Ability, | | | | Leaning / Knowledge Motivation |
| then that Problem-Solving Ability section must be | | | | 3. Dependability Tests - help you predict key |
| a valid or accurate measure of Problem-Solving | | | | factors, such as,a. Honesty on testb. Work Ethicc. |
| Ability. If a test scale helps predict Theft/Stealing | | | | Impulsiveness [may be linked to safety, accidents, |
| concerns, then it needs to be a valid or accurate | | | | & interpersonal conflick[d. Stealing / Theft |
| prediction of an applicant's possible Theft/Stealing | | | | concerne. Substace Abuse concern |
| behavior. | | | | Will Pre-Employment Test "Catch" Job Applicant |
| Reliability is different than validity. Reliability of a | | | | Who Lies on Test? |
| pre-employment test can be established through | | | | A correctly designed pre-employment test will |
| research in a number of ways. In general, reliability | | | | detect - or find out - if an applicant lied by giving |
| means a test reliably or consistently measures | | | | answers that may make the applicant seem |
| what it is supposed to measure. For instance, if | | | | "better or different" than the applicant really is. |
| multiple questions predict Teamwork, then those | | | | In sharp contrast, "assessments" designed for |
| Teamwork questions must overall measure | | | | training or team-building - and not for |
| Teamwork and not some other factor. Also, | | | | pre-employment testing - do not have such a |
| test-retest reliability means that if a job applicant | | | | built-in lie detector. |
| takes the pre-employment test one day and then | | | | A good pre-employment test can use number of |
| takes the same test at a later date, e.g., a month | | | | methods to "catch" a job applicant who tries to |
| later, then the applicant's scores should be the | | | | answer its questions dishonestly. Perhaps the best |
| same in at both times. | | | | method involves using a set of truism questions. |
| In summary, use tests only if they were created | | | | You will not "catch" a lying job applicant if you only |
| using research to establish the test is both (a) | | | | rely on whether or not the applicant answered |
| valid and (b) reliable. | | | | different versions of the same question the same. |
| What "Assessments" Are NOT Pre-Employment | | | | For starters, when test asks different versions of |
| Tests? | | | | the same question, that is for (a) creating a scale |
| Pre-employment tests are specially researched | | | | on that topic and also (b) reliability. Here is why |
| and created specifically for testing job applicants. | | | | that will not catch a lying or dishonest applicant: |
| In contrast, some organizations mistakenly use | | | | The liar could consistently answer those questions |
| "assessments" meant for training or teambuilding | | | | dishonestly. |
| with current employees when they evaluate job | | | | Recommendation: Always ask the Business |
| applicants. This is wrong to do - for a number of | | | | Psychologist who created the pre-employment |
| reasons. For instance, such "assessments" are not | | | | test how the test will "catch" or detect if an |
| researched, designed, nor justifiable for | | | | applicant answered questions to "pull the wool |
| pre-employment testing of job applicants. Also, if | | | | over your eyes. |
| any question is raised about the use of such | | | | |