The use of pre-employment tests is on the rise. In fact, a recent study found that nearly 60% of hiring managers use some sort of pre employment testing as part of their hiring process.
But what are these pre employment tests really designed to do?
And how can you make sure they’re an effective tool in finding the best candidates for your open positions?
Can pre-employment testing, such us job knowledge tests, skills tests, cognitive ability test, be a part of your recruitment process?
And how hiring managers can use them?
What do pre-employment tests measure?
Personality questionnaires are no longer an ideal way of finding out a person’s ability to be a perfect fit for your company.
There are many different types of pre-employment testing, but some of the most common include knowledge job tests, skills test, cognitive ability tests, personality tests, integrity tests, emotional intelligence tests, physical ability tests, emotional intelligence test, situational judgement tests and language proficiency tests.
Each type of test serves a different purpose and can provide valuable information about a job candidates, e.g. their technical knowledge, communication skills, personality traits.
How to make pre-employment TESTING work for you?
The key to making pre-employment tests work for you is to make sure they’re aligned with the specific skills and attributes that are important for the job you’re hiring for.
For example, if you’re looking to fill a position that requires frequent communication in foreign language, then a language audit that checks knowledge of grammar, vocabulary, writing and speaking, will be a perfect for your job applicants.
How can I use pre-employment tests effectively?
Once you’ve selected the right kind of pre-employment assessment test for your needs, there are a few other things you can do to make sure it’s an effective assessment tool in your hiring process.
First, give all candidates the same amount of time to complete the test. This will help ensure that everyone has an equal opportunity to demonstrate their abilities.
Second, make sure your scoring system is objective and consistent – also check if person who is preparing and evaluating assessment test has proper knowledge and training to do it. This will help reduce any biases in the hiring process. Use the results of the assessment test as one piece of information among many when making your final hiring decision.
Lastly, remember that you can test early, or by doing multiple tests, even before job interviews!
Job knowledge tests
Pre-employment test doesn’t need to be performed only as skills assessment tests – you can also use it to check if someone fits your company culture. You can easily perform job knowledge test and receive test results that will help you find better candidates during recruitment process.
Perfect pre-employment tests for you
Pre-employment tests can be an effective tool for hiring manager in finding the best candidates for your open positions. But it’s important to make sure they’re aligned with job description, specific skills and attributes that are important for the job you’re hiring for.
Additionally, make sure all candidates have an equal opportunity to complete the test and that your scoring system is objective and consistent.
By following these guidelines, you can use common pre-employment assessment tests to help you make better hiring decisions and predict job performance of your future employees. Attract the best candidates by using assessment tools to check candidate’s skills, where common pre-employment tests can be completed online.
Choose the best pre-employment assessment
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- acquire much more data about candidates and improve applicant UX.
Try us out and see how much you could gain. Check our demo audit or write to us directly.