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