Top 5 Pre-Employment Testing Practices You Should Be Using

Apr 12, 2016

Top 5 Pre-Employment Testing Practices You Should Be Using

In almost every organization, the most important asset is the people—from the person who answers the phone to the one who writes the checks and the one who closes the big deals. So, it makes sense to believe that people will make or break a business—right? And if this is the case, it's critical to hire the best people for the right roles within your organization.

But, how can you be sure this happens consistently?

While nothing is foolproof, you can certainly increase your odds for success by using behavioral pre-employment testing in your interview process. Mike Poskey, president of ZERORISK HR and industry veteran, explains the concept, reveals the benefits, and gives best​-practice tips about how to objectively determine if a candidate will be a good fit for a certain job, management style, and company culture.

Q: What is pre-employment testing?

A: A brief evaluation that an employer administers to candidates early in the interview process. The purpose is to uncover behaviors, personality, decision-making process, and likes and dislikes. These "soft skill" competencies are key indicators of the ability to execute job duties and be successful at a certain job.

Q: Why is pre-employment testing important?

A: Because it is an objective evaluation of a candidate—and it creates a level playing field for all candidates. The results of a behavioral pre-employment test will allow the interviewer to answer these questions:

  1. Can they do the job?
  2. Will they do the job?
  3. Are they a good fit for our culture?

Q: Why should pre-employment tests be part of the hiring and selection process for every business (regardless of size)?

A: Implementing pre-employment tests not only helps determine job fit but is also instrumental in building teams, increasing sales and customer satisfaction, and reducing risky behavior such as theft and on-the-job accidents—which may lead to work​ers compensation claims. Of course, all of these factors contribute to the bottom line.

Q: What are the top 5 behavioral pre-employment testing best practices?

  1. Validate or establish success norms: Identify top, average, and weak performers based on predetermined employment criteria. This will establish a benchmark to compare all candidates against.
  2. Be consistent ​in the point at which you administer the assessment in the process: The EOC requires pre-employment tests to be administered early in the interview process. We recommend after the initial screening and before the first face-to-face meeting.
  3. Train all users involved in the hiring process: It's important to ensure everyone is on the same page and adheres to the timing (see above), as well as know​s what to say, what not to say, and how to interpret the results.
  4. Pair assessment with behavioral interview questions: This allows you to understand how the behaviors, identified in the pre-employment test, are manifested in certain situations.
  5. Pair assessment with candidate evaluation form: Everyone involved in the hiring process should use the same evaluation form to measure core competencies needed for a job title. This is the best way to objectively identify the top candidate.

ZERORISK helps organizations build great cultures by identifying, developing, and retaining top talent. The ZERORISK Hiring System blends a revolutionary behavioral science with state-of-the-art technology to reduce unwanted turnover and improve employee performance. For more information contact us at (800) 827-5991.

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