The term "employment test" usually refers to a standardized tool for asking questions of job candidates, whether written or oral. In addition, tests may be physical or procedural, requiring job candidates to perform certain tasks or physical activities within specified constraints. These traditional tests and other pre-employment assessment procedures — such as interviews — are considered selection procedures under federal law.
Businesses typically use tests to identify and hire the best people for the job and the organization in a fair and efficient manner. Tests have several advantages over traditional interviews and other commonly used hiring and placement procedures:
Yes. Tests are just one of a number of procedures that have a legitimate place in making employment decisions. Like other parts of relationships between companies and employees, tests are subject to both legal and professional guidelines.
Yes. Cost-benefit studies usually show substantial returns on investment for valid selection tests. Use our ROI calculators to learn conservative estimates of the savings you can achieve by adding valid tests to your selection process.
Although some people believe they can outsmart a test, it is seldom the case. Tests developed for use in settings where there may be an incentive to cheat are constructed with checks that identify inconsistent or inappropriate answers. These alert the test administrator that someone has attempted to answer questions deceptively. Test publishers and test users are also careful to maintain the security of tests.
A clear understanding of the job and its requirements are crucial to determining which test to use. You should identify tests that are appropriate for the job, then evaluate validity evidence, adverse impact, administrative issues (e.g., ease of use and results tracking), qualifications of the test developers, and cost.
The least expensive and most valid procedures should be used as early in the selection process as possible. Most selection tests are much less expensive than the cost of an interviewer's time. This allows the more expensive and in-depth procedures to be applied to a smaller, better-qualified pool of candidates.
Absolutely. As a standard procedure, LIMRA testing professionals gather information about the job and your critical workforce challenges (such as turnover or improving workforce quality). We work with you to select the most appropriate and cost-effective tests for addressing your needs.