What are the types of pre-employment screening tests?

What is the Pre-Employment Screening test?

Pre-employment screening is the process of verifying the information provided by a job candidate to ensure they are suited for the role they have applied for. This can include verifying their work history, education and qualifications, as well as conducting criminal background and reference checks.

There are a variety of different types of pre-employment screening tests that can be used, depending on the role being applied for and the company’s needs.

Testing cognitive ability enables employers to determine a candidate’s ability to learn, remember, and apply new information. They can be helpful in predicting a candidate’s future job performance and how well they will cope with training.

Personality tests like the Myers-Briggs Indicator Type (MBTI) are used to assess a candidate’s suitability for a role by looking at their personality traits and how they are likely to behave in the workplace.

Skills tests measure a candidate’s proficiency in the specific skills required for the job they have applied for.

Aptitude tests are similar to skills tests, but they measure a candidate’s potential to learn new skills, rather than their current level of proficiency.

Work samples are tests that give candidates the opportunity to complete a task that is similar to what they would be doing in the actual job. This can help employers to assess a candidate’s practical skills and whether they have the right attitude for the job.

Pre-employment medical examinations are often required for roles that have specific physical requirements or where there is a risk of exposure to hazardous materials. These tests can assess a candidate’s fitness for the job and identify any health issues that could be a concern.

Drug and alcohol testing is sometimes carried out as part of the pre-employment screening process, particularly for roles where safety is a key concern. By using these tests, employers can make sure that candidates are not impaired by drugs or alcohol.

Background checks are conducted to verify the information that a candidate has provided about their work history, education and qualifications. They can also check for any criminal records that the candidate may have.

Reference checks involve contacting the references that a candidate has provided to get more information about their work history and performance.

Pre-employment screening tests can be an important part of the hiring process, helping employers to identify the best candidates for the job. By taking the time to choose the right tests for their needs, employers can ensure that they are getting the most out of the screening process.

Which Screening Tests Should I Use?

There are a variety of pre-employment screening tests that employers can use to assess job applicants. Following are some of the most commonly used tests:

1. Cognitive ability tests: Also known as intelligence quotient (IQ) tests, these measure an individual’s capacity to learn, remember information and solve problems.
2. Personality tests: These evaluate an applicant’s personality traits, such as whether they are introverted or extroverted, and whether they are likely to be successful in a particular job role.
3. Skills tests: These assess an individual’s proficiency in specific skills that are relevant to the job they are applying for. For example, a typing test may be used for secretarial or administrative roles.
4. Physical ability tests: These evaluate an applicant’s physical fitness and strength, and are often used for jobs that require manual labor.
5. Drug and alcohol tests: Employers may require applicants to take a drug test as part of the pre-employment screening process. This is to ensure that the applicant is not using illegal drugs and will not be impaired at work.

6. Background checks: A background check may be conducted as part of the pre-employment screening process. This involves checking an individual’s criminal record, employment history and credit history.
7. Reference checks: Employers may contact an applicant’s references to verify information and get insights into the applicant’s character and work ethic.
8. Interviews: An interview is often the final stage of the pre-employment screening process. This gives employers a chance to ask applicants questions about their qualifications and experience, and assess their suitability for the job.
9. Psychometric testing: Psychometric tests are designed to measure an individual’s aptitude, abilities and personality. They are often used in combination with other pre-employment screening tests, such as interviews and skills tests.

Which of these pre-employment screening tests you use will depend on the job you are hiring for, as well as your budget and time constraints. It is important to select the right tests to ensure that you are able to identify the best candidates for the job.

If you are not sure which pre-employment screening tests to use, then contact PCP Works which offer pre-employment testing services. They can help you choose the right tests for your needs and provide you with expert guidance on how to interpret the results.