Pre-employment tests are an objective, standardized way of gathering data on candidates during the hiring process. All professionally developed, well-validated pre-employment tests have one thing in common: they are an efficient and reliable means of gaining insights into the capabilities and traits of prospective employees. Depending on the type of test being used, pre-employment assessments can provide relevant information on a job applicant's ability to perform in the workplace.
Pre-employment tests have become increasingly popular in recent years as a way to filter and manage large applicant pools. The Internet has made it easier than ever for job-seekers to apply for jobs– one study estimates that, on average, a whopping 250 resumes are submitted for every corporate job opening. Some job-seekers, known as resume spammers, distribute their resumes across the web in blasts, with little regard to required qualifications or job fit. With applicants spending just an average of 76.7 seconds reading each job description, it is unsurprising that recruiters report that over 50% of job applicants do not meet the basic qualifications of the job. As a result, most hiring managers don't have the bandwidth to thoroughly review every candidate's application, with recruiters reportedly spending an average of just 6.25 seconds reading each resume.
In this environment, pre-employment tests can provide tremendous value for organizations seeking to find the right talent. By adding pre-employment assessments to the candidate selection process, companies of all sizes can get a better handle on the vast pool of candidates applying to open positions. And while technology may be responsible for the increase in applications, it also provides an answer, by making it much simpler to integrate pre-employment testing into the hiring process.
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There are many different types of pre-employment tests. In this eBook, we will discuss five of the major types of assessments: Aptitude, Personality, Emotional Intelligence, Risk, and Skills tests.
Aptitude tests measure critical thinking, problem solving, and the ability to learn, digest and apply new information. In essence, cognitive aptitude tests seek to assess an applicant's general intelligence or brainpower. According to one study, 70% of employers looked for candidates with problem-solving skills, and 63% looked for candidates with analytical skills. These abilities are difficult to assess based solely on resumes and interviews, and that is where aptitude tests can help. Aptitude tests can be used in almost any occupational context, but they are especially useful for mid- and higher-level jobs. Because they test the abilities that are most essential to job performance in a wide variety of fields, it’s no surprise that aptitude is one of the most accurate predictors of job performance.
In fact, research demonstrates that cognitive aptitude tests are far better at predicting job performance than other common hiring criteria – aptitude tests are 1.6x as predictive as unstructured job interviews and four times as predictive as job experience.
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Figure 1: When it comes to predicting job performance, aptitude tests are 1.6x as predictive as unstructured job interviews and four times as predictive as experience.
Personality tests are becoming increasingly popular among HR professionals, yet there are still quite a few misconceptions about what personality tests are and how they should be used.
Personality tests seek to answer the questions: Will the candidate be comfortable in this role? Does the candidate have the behavioral traits that are linked to success in this position? Unlike with aptitude tests, there are no right or wrong answers on personality tests. Instead, these tests measure the extent to which people possess relatively permanent behavioral traits. Measuring these traits can help employers predict job fit by determining if a candidate's behavioral tendencies are a good match for both the position and the company culture.
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Personality tests can measure many different traits, but the most prominent personality test framework uses what is called the Big Five or Five Factor Model. These are the five dimensions of personality that consistently emerge in empirical research: Agreeableness, Conscientiousness, Extroversion, Openness (to Experience), and Stress Tolerance. The concept of personality traits is now fairly widely accepted, and is superseding an older paradigm of personality types that originated with Carl Jung and relied on a view of personality that categorized people into one of two distinct types, such as introvert or extrovert, thinker or feeler, Type A or Type B. The traits model is gaining credence in personality research because of growing evidence suggesting that a strict dichotomy between two distinct types does not sufficiently describe the nuances of human personality.
Figure 2: The traits model is gaining credence in personality research because of growing evidence suggesting that a strict dichotomy between two distinct types does not sufficiently describe the nuances of human personality.
The Big Five traits are especially applicable to the hiring process because substantial evidence links these traits to job performance for a variety of positions. Conscientiousness, which measures the extent to which an individual is reliable, organized, persistent, and responsible (those who score low in Conscientiousness may be more impulsive and at times unreliable) has been shown to be moderately predictive of success across many job types, but particularly for entry-level positions where characteristics like reliability and punctuality may be more valuable than creativity.
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Research demonstrates that certain personality traits are particularly predictive of job performance for two types of positions – sales and customer service jobs. Generally, the highest performing salespeople across a wide range of industries tend to be competitive, highly motivated, outgoing, and assertive. Alternatively, successful salespeople scored lower for traits such as cooperativeness and patience.
Tests that assess traits related to customer service are also increasingly popular because customer service representative positions tend to have above average turnover rates. This leaves HR managers scrambling for tools that can help remedy this problem. Personality tests are particularly useful for minimizing voluntary turnover because they seek to uncover not whether candidates are capable of doing a job, but whether candidates will be content and comfortable performing that job based on their fixed personality traits.
Customer service personality tests are not strictly reserved for customer service representatives, however. These types of tests have been growing in popularity because many organizations place a heavy emphasis on cultivating a culture of customer service across an entire organization, in industries as diverse as medical care providers, banks, and non-profits. Companies may find a lot of value in administering these tests to applicants for managerial and administrative positions if their jobs will involve frequent interactions with customers or the public at large.
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Emotional intelligence tests are a newly emerging category of assessments. The concept of emotional intelligence, or EI, is relatively new, first popularized in the 1990s. Over time, the concept of emotional intelligence has become particularly important in the context of the workplace.
Research has shown that emotional intelligence is associated with important work outcomes such as interpersonal effectiveness, collaboration and teamwork, motivation, and decision-making. Strong emotional intelligence has also been associated with good leadership and strong management skills. As a result, organizations are increasingly interested in assessing EI in the hiring process.
Emotional intelligence as a construct is less well-established when compared to cognitive aptitude or even personality. However, research has suggested that emotional intelligence can be viewed as an ability akin to cognitive ability. This makes it possible to assess EI using an ability-based assessment. Emotify, for example, is an ability-based assessment of emotional intelligence that measures a person’s ability to accurately perceive and understand emotions.
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In terms of when to use an emotional intelligence test in the hiring process, Criteria recommends administering it for roles that require a great deal of interpersonal interaction. Examples include management or leadership roles, sales or customer services, human resources, and more.
Risk tests essentially help organizations reduce risk. Risk can take a wide variety of forms, and different assessments measure different types of risk. The main benefit of a risk assessment is that it helps organizations reduce the risk that employees may engage in unsafe or counterproductive work behaviors.
One common type of risk assessment is what is called an Integrity or Honesty test. These assessments help employers manage risk by assessing the likelihood that an applicant will be a reliable employee who will follow the rules. Most integrity tests focus on an applicant's tendencies and attitudes relating to rule adherence. These tests can be used to predict behavior with respect to a wide variety of counterproductive work behaviors (CWBs) that employers want to avoid, including tardiness, absenteeism, time-wasting, theft, fraud, drug use, and safety violations. Integrity tests are most widely used and are most effective for entry-level positions for which overall reliability and rule-following is particularly important. Integrity tests are most commonly used:
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In all of these cases, integrity tests serve as a risk management measure by determining which applicants represent a higher risk of engaging in these behaviors based on their responses and personality profiles. Employers often use background checks during the hiring process to mitigate risk, but background checks can be expensive and only target people who have a past record of committing crimes. Integrity tests, on the other hand, will help reduce risk with regard to a host of unproductive behaviors that, while not necessarily as serious as felonies, are generally undesirable. By using integrity tests early in the
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