When it comes to making new hires, pre-employment testing is an indispensable tool. These tests ensure that you find the best possible candidates for your open position. They also allow you to retain your workforce better, which lessens the chance that you will need to fill the position again.

 

It is no surprise, then, that pre-employment testing is so popular. According to SHRM, 82% of all Fortune 500 companies use pre-employment testing in some form. As that number continues to grow, companies continue to experiment with new ways to deploy testing.

 

The results of testing do not lie. Companies that use pre-employment tests are 36% more likely to be happy with their new hire compared to those who do not invest in these assessments. In other words, using tests to measure the skills and abilities of potential hires makes it much more likely that both the company and the new hire will be successfully matched.

 

At eSkill, we offer a wide range of Pre-Employment Tests. With a library of more than 800 standard tests, which can be mixed and matched to create custom content, you can tailor your assessments to each job opening. Between our large test library and our easy-to-use Talent Assessment Platform, finding the right candidate has never been easier.

7 Types of Pre-Employment Tests

In general, there are seven different types of pre-employment tests available for employers to screen their potential candidates. They range from physical aptitude tests to those that measure a candidate’s ability to perform specific, job-related tasks. Let us take a moment and look at each of these test types.

  1. Physical Pre-Employment Tests

These straightforward tests measure a candidate’s stamina and strength, which are important for jobs that are associated with a lot of physical activity. Professions like firefighting, police work and others require a baseline level of fitness, which can be measured with these tests. It is important to note, though, that these tests can leave you open to litigation if you are not careful to adhere to local, state, and federal regulations.

 

  1. Qualitative Pre-Employment Testing

Qualitative pre-hire assessments look at a candidate’s personality and how that personality might fit into your company’s workplace. They examine how applicants interpret and experience their environment and how these views could influence the decisions they make while on the job.

 

  1. Personality Pre-Employment Testing

Personality tests dig into a candidate’s makeup to discover what aspects of their personality are dominant and what areas they tend to shy away from. These tests can be extremely useful in matching potential hires to new positions. For instance, if you note that a candidate tends to be introverted, it is unlikely that they would be well-suited to a position in sales.

 

  1. Emotional Intelligence Pre-Employment Testing

Emotional intelligence tests are especially valuable tools for evaluating potential leaders. Emotional intelligence describes how well an individual can interpret and respond to the emotions of others. This skill is an important part of building relationships, which can be an indicator of a person’s leadership potential.

 

  1. Integrity Pre-Employment Testing

Integrity tests look at how likely an employee is to behave ethically in the office. This measures undesirable behaviors such as lying, stealing, engaging in fraud, and using drugs and alcohol. While these tests can be useful, it can be difficult to ensure that test-takers are telling the truth, limiting their efficacy.

  1. Quantitative Pre-Employment Testing

While qualitative tests have value, the most important pre-employment tests are those that provide quantitative data that represents an employee’s knowledge, skills, and abilities. At eSkill, testing can be used to create reports on each candidate, providing you with a snapshot of each potential employee. These reports include both quantitative and qualitative types of data; with it, you can easily compare candidates.

 

Job skills tests measure how well a candidate has mastered skills that are specific to a particular profession. An accounting skills test, for instance, will likely look at basic and advanced bookkeeping skills, while an administrative assistant would probably take a typing test instead.

 

Cognitive ability tests are more general than job skills tests, looking instead at a candidate’s general mental abilities. Creativity, problem-solving, higher-level reasoning, and other skills all fall under this umbrella. High scores on cognitive ability tests have a strong correlation with good job performance.

 

  1. Skills Assessment Testing

 Last and most important are skills assessment tests. These tests measure specific skills, both hard and soft, and provide clear, measurable data that can be used to separate candidates. In essence, these tests assess critical skills by placing the candidate in a simulated setting and asking them to perform at their best. The results are much more reliable than information obtained from a resume. While resumes are frequently padded or falsified, you cannot fake test results.

Want to Learn More About How Pre-Employment Tests Can Help You to Hire the Best Employees?

Learn how eSkill can give you a leg up when it comes to finding the highest-quality job candidates for your open positions. Request a demo today.