You’ve asked every interview question you can think of and have checked references from their past four jobs. What else is left when you’re trying to decide whether to hire a potential employee? Tests are a good way to uncover personality traits and skills that might be overlooked in other hiring procedures.
If you’ve decided to give exams to those applying for open positions in your company, there are many options available. Check this list of five different types to see which one or which combination of tests will work best for the position you have available. Then do an online search for “pre-employment tests” to find what you want. No matter which ones you select, you’ll want to confirm that they are legal and non-discriminatory according to the U.S. Equal Employment Opportunity Commission.
Skills Tests. Tests exist for grammar, proofreading, math or most any skill your job requires. By identifying individuals with the abilities to do the job before hiring them, you can reduce business costs. Test takers can’t fudge about their abilities and may even view your company positively because you place value on the skills needed to do the job.
Personality Inventories. You don’t have to give the Myers-Briggs personality profile to every potential hire. But if the person will have lots of management responsibility, it’s a good idea to have an idea of how he or she makes decisions and reacts to others. Measuring a potential new hire’s personality traits as they relate to behavior at work, interpersonal reactions and her or his satisfaction with job performance can predict whether the candidate will be successful at your job.
Integrity Exams. For decades, employers have evaluated candidate’s attitudes about theft, dishonesty, violence, absenteeism and other counterproductive behaviors using these types of evaluations. A test like this is essential if the person will be handling money or have access to valuable information.
Background Checks. You’ll want to investigate some aspects of a potential employee’s history before hiring them. To obtain credit information requires the applicant’s permission. Criminal-background check laws vary from state to state.
Create Your Own Test. Although labor intensive initially, designing an evaluation specific to your business and what you need to know about a job candidate will pay off in the long run.
All content provided herein is for educational purposes only. It is provided “as is” and neither the author nor Office Depot warrant the accuracy of the information provided, nor do they assume any responsibility for errors, omissions or contrary interpretation of the subject matter herein.
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