Is there any value in using pre-employment assessments as part of our hiring process? How do you decide which assessments would be most effective?

In order to compete in any business environment, you have to have the best employees – and performance is crucial. Hiring the right person for the right job is the most important element of performance.

Why should you consider pre-employment testing? Typically, employers use resumes, interviews, references and “first impressions” to make hiring decisions. Statistically speaking, two of every three new hires will disappoint within the first year. Using reliable and valid assessments can increase the quality of new hires and support future success.

Pre-screen tests are designed to predict job performance through a combination of three measurable criteria - Experience – what they have done; Intentions – what they want to do; and Skills and Abilities – what they can do.

Different styles of assessments measure these criteria differently – affecting their ability to predict differing types of job performance.

• Ability and Aptitude Tests – evaluate an applicant’s abilities against specific position requirements;
• Achievement Tests – measure an individual’s current knowledge and skills which are important to a particular job; and
• Behavioural Assessments – provide insight into a candidate’s motivational and behavioural characteristics.

 

In order for pre-screen assessments to be an effective aspect of your hiring process, they must:

• be chosen based on a clear definition of the required job performance needs;
• effectively measure key characteristics that influence performance; and
• be administered in a consistent and standardized manner.

 

Companies that use assessment tools as part of their hiring process have a clear competitive advantage over those who rely on the traditional methods.  The Burke Group is available to work with your organization to develop an assessment package that meets your specific recruitment and performance needs.