A Guide To Pre-Employment Testing - Eskill.com

A Guide To Pre-Employment Testing - Eskill.com

We are not going mince words. Bad hires are a burden to the enterprise. And this includes the money spent on hiring the employee, training and salary, downtime, loss of output when searching for a new employee and the money enterprises will have to spend on hiring another employee for the same job. If every bad hire enterprises have to face such experiences, then it is not hard to imagine what would happen if the percentage of bad hire increased.

The best way to avoid all the short term and long term effects of a bad hire are by making clever decisions when hiring an employee. This is where pre-employment assessments come into the picture. These assessments are different from the traditional methods of hiring where the focus is on the resume or a standard test with the same set of questions for every employee.

Do you know that around 87% of employers think that candidates misrepresent information in their resumes? In many instances, employers have found that the candidates do not possess the skills they claim to have mastered. Pre-employment tests are a series of assessment tools that help enterprises in identifying the traits and skills of candidates and selecting the ones that best suit the job and the work environment.

And since most of the pre-employment tests are conducted online, there is no limit to the number of candidates who can attempt the test. The test forms are evaluated using predefined criteria. The evaluation is computerized and there is no human involvement in the process of analyzing the test forms and shortlisting the eligible candidates for the next round of interviews.

The Test for Employment can be conducted on any day at any time. Candidates can attempt the test from their existing locations. They can be at work, home, vacation, etc. and still attempt the test as long as they have access to the internet and a computer (laptop). The tests are divided into various categories based on the primary focus of the test.

Job-based Test

The tests are conducted to assess the knowledge and skill of candidates based on the specifications of the job. The candidate will have to prove his/ her mastery over the subjects and the topics by answering questions or solving problems in real-time, instead of choosing an answer from multiple-choice questions.

Personality Test

Understanding a candidate’s characteristic traits will help in deciding if the person is suitable for the job or not. While some jobs demand the employees to be assertive, outgoing and have great social skills, other jobs do not require the same level of social skills. Choosing the right kind of test for the job will give accurate results and help in selecting better employees.

Cultural Fit Assessment

Every enterprise has a different work culture. From being strict about dresses to timings to being casual and relaxed, the work culture plays a crucial role in the increase or decrease in productivity. It might be difficult for candidates who have worked in a particular kind of work culture to adapt to a contrasting one.

Soft Skills Test

Non-technical skills such as communication skills, teamwork, integrity, etc. are known as soft skills. Most jobs require employees to interact and communicate with other employees and outsiders such as suppliers, vendors, customers, and so on. The candidate has to be able to speak, listen, and interact with people who are directly or indirectly involved with the enterprise as a part of the job.

Hard Skills Test

Data entry, proficiency in a certain language, computer programming, etc. are some examples of hard skills. This test is usually combined with a job-based test to get a comprehensive idea about the knowledge and application skills of a candidate.

Cognitive Abilities Assessment

Cognitive skills include decision-making abilities, problem-solving abilities, handling the crisis at work, dealing with seniors and juniors, and using logic, verbal and numerical reasoning to find solutions to issues that arise during the work and complete the given task effectively.

Situational Judgment Test

Not all jobs require this test. The positions that require employees to take decisions by prioritizing, following the instructions, and handling stressful situations at work need a situational judgment test to assess if a candidate can handle the job and colleagues.

Other Pre Employment Tests

Physical abilities test, drug screening tests, etc. are some of the other kinds of tests that are conducted by the enterprises.

Enterprises can customize the test forms to include questions from one or all the different types of tests based on the requirement of the job.

About Nancy Ahuja


Nancy is a freelance writer, with years of experience, creating content and own a blog, Read her amazing content on srcitisvpi.com

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Nancy is a freelance writer, with years of experience, creating content and own a blog, Read her amazing content on srcitisvpi.com