If you’re thinking about adding pre-employment testing to your recruiting process, here are some tips to help make the most out of it.
Make Sure You Know Your Vendor Options
Doing your research on the different vendors that are available to you can help you choose one that suits your needs. There are a number of different vendors out there that offer different types of pre-employment testing in various formats. Learn about the services they offer and ask relevant questions, such as:
- What kind of tests do they offer for pre-employment?
- Is the vendor’s testing customizable?
- The vendor’s onboarding process is how is it?
- Is the vendor well-known in the space?
- Customer support is available at what level?
By asking these questions and learning as much as you can about the software you’re thinking about investing in, you’ll end up choosing the best tool to meet your business needs.
Verify the Validity of Your Test Data
There are a number of different validity measures used to validate data in pre-employment tests.
For example, an assessment can demonstrate content validity if the criteria it’s measuring align with the job description and performance. Or a pre-employment test can demonstrate criterion-related validity if the results can be used to predict job performance. This requires assessments to be statistically evaluated and compared against employee performance.
Finally, it’s important to remember that pre-employment tests can also demonstrate something called construct validity—that is, how well the test measures a subject’s integrity or intelligence by comparing the results to a similar test assessing the same psychological construct.
Tests Must Be Conducted Responsibly
You should choose the most appropriate test to measure the skills and characteristics that predict success on-the-job when implementing pre-employment testing. When selecting an ineffective test, the results won’t be helpful in making hiring decisions.
When you conduct interviews, be sure to keep them short—at least 40 minutes or less. Studies have shown that tests conducted in 40 minutes or less have a 75% completion rate. On the other hand, tests that go from 41 minutes to one hour have only a 66% completion rate. By limiting tests to 40 minutes or less, you can decrease the number of candidates who fail to complete the process due to time requirements.
Ensure Your Pre-Employment Testing Aligns With Your Brand
By using pre-employment testing software that has customization features, you can showcase your brand in more ways than one. For example, you can upload your company’s logo or implement your color scheme to maintain branding consistency with your website and social channels.
Some companies add photos or videos of their teams to the assessment to make it a more interactive experience. This not only enhances the pre-employment testing process for candidates but also gives them a sneak peek into the company culture and the job that they’re applying for.
Test at the Right Time In The Recruitment Process
Once you have prepared your test and determined the stage of the hiring process at which you will administer it, you must decide where you will place it in the chain of events. Testing candidates early on in the process is an efficient way to gather objective data before making any important hiring decisions. While it varies from company to company, a study revealed that 40% of respondents conducted testing after the initial resume screening.
If you have a large volume of candidates, you might want to use pre-employment tests as part of your application process. Some companies are hesitant to test early on in the hiring process, which primarily happens when the testing software charges companies on a per-test basis, but there are many benefits to taking that approach. Not only does it allow recruiters to shortlist candidates early on in the process, ensuring they meet the minimum requirements before moving forward with interviews, but it can also help candidates better prepare for those interviews.
Keep Track Of Your Pre-Employment Testing Completion Rate
Keep track of your candidate’s completion rates to understand which tests are completing at lower rates and in what order. This will allow you to think about what steps you can take to improve on the process, like changing the order of your pre-hire assessments or making them shorter. By tracking completion rates, you can optimize the process and improve it to make your pre-employment testing even more useful over time.
As A Guide, Use the Test Results
You might be surprised at how much you can learn about a candidate before making a final decision. Keep in mind that pre-hire assessments are not meant to be an ultimate decision-making tool; they’re only meant to help guide you when making your decision. Don’t rely solely on candidate test results to make the choice for you. Instead, combine your pre-employment testing with other candidate selection methods such as job interviews, test assignments, or trial days to be sure you’re making a fully informed, objective decision.
Where Can Pre-Employment Testing Be Done?
If you want to get the pre-employment test done then contact with then contact PCP Works. Their PCP Testing System is used by medical teams for post-offer or pre-employment physical exams. Contact now!
