Pre employment testing is commonly used to screen out unsuitable applicants and minimize hiring mistakes. A large number of companies currently make use of employment tests.
Employment screening tests typically include a number of assessment tools. The five most commonly used employment assessment tests fall into 5 categories - personality tests, skills tests, aptitude tests, integrity tests and drug tests. There are many different types of tests in each category.
The tests contain validity scales that are able to detect attempts to fake answers. This will be considered dishonest by the prospective employer. Secondly you are misleading your employer and yourself about your suitability for the job and the chances are you will not be happy or successful in the position. You cannot change the results of the tests by preparing for them in advance and you should not attempt to give the "correct" answer.
The pre employment test is only one of a number of factors used to determine an applicant's suitability for the job. Remember that usually every applicant for the job takes the same tests. Avoid coming across as defensive or nervous. If the employer sees you are upset about taking a test it may raise concerns about how you handle job stress.
Get a good night's rest beforehand. On the day arrive early. Don't test on an empty stomach and dress comfortably. Take deep breaths and keep a positive attitude. Avoid drinking a lot of liquids before your employment tests.
These tests attempt to determine an applicant's personality characteristics and if they relate to the personality requirements of successful performance in the defined job.
The test format can vary from a brief written test to a long psychological examination. These tests typically measure one or more of five personality dimensions:
☛ Emotional stability
☛ Openness to experience
Most personality tests are designed to be used by psychologists. However, there are some tests available which can be interpreted by non-psychologists. A pre employment personality test has no "right" answers and cannot be prepared for.
To prepare for the skills test, practice doing whatever you'll be doing on the job - typing, drawing up a spreadsheet, editing. A number of skills tests are available online, you can search for and use the appropriate tests for practice.
Most job applicants do not understand the methodology of personality tests. There are no "right" answers and it is key to be honest in your answers. The test is designed to evaluate how your personality traits meet the requirements of the job. If you try and give the answers you think the employer wants you will cause problems for yourself for two main reasons.
Find out how much time the pre-employment test is expected to take and make sure you are not stressed by time constraints such as another appointment.
You may need to spend anywhere from a few minutes to several hours of time. Some assessments are administered on site, while others may be completed online from any location. If it is a telephonic or online test make sure there will be no interruptions or distractions.
These are becoming more and more frequent as employers are encouraged to establish drug-free workplaces. Pre employment testing for drugs is covered in detail at employment drug screening.
Employee theft and fraud costs a company on average $9 per day per employee in the US. Pre employment testing often includes integrity or honesty tests. These are used to evaluate an applicant's honesty and trustworthiness including attitudes towards risky workplace behavior, theft, lying and unethical behavior.
Questions are designed to examine the applicant's attitude and approach towards misuse of company resources, email and internet abuse, use of drugs and alcohol, trust with confidential information and personal responsibility.
These tests are designed to determine that the applicant has the ability to perform the job successfully. They are usually written or oral and include evaluation of reasoning ability, numerical, written and verbal skills.
They differ from skills tests in that the aptitude test determines the applicant's potential ability to perform the job functions when trained (the applicant's capacity for learning the required skills) while the skills tests determines the applicant's current or existing level of skill.