What are employment tests?
Employment test are standardized tools for evaluating the job-related skills, abilities, or personal characteristics of job candidates. Tests may be written (e.g. printed or online), oral (e.g. job interviews), physical, or procedural. They are all considered selection procedures under federal law.
How can tests help my selection process?
Businesses typically use tests to identify and hire the best people for a job and the organization in a fair and efficient manner.
Tests provide business with numerous benefits:
- Tests are even-handed, asking the same questions of everyone.
- Well-designed and validated tests are effective, fair, and legal in predicting success on the job.
- Candidate answers are compared with hundreds or thousands of other people's answers to the same questions under similar conditions.
- Tests have a proven return on investment.
- Tests help companies hire more motivated, productive, and satisfied workers.
No other hiring procedure can make these claims.
What do our tests predict?
Clients use our tests to help judge an applicant's suitability for a particular job or to assess training needs. They use the test results to identify and deliver needed training and implement programs that support increased productivity.
Is it legal to use tests for employment purposes?
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.
Are tests cost-effective?
Yes. Cost-benefit studies usually show substantial returns on investment for valid selection tests.
Are pre-employment tests easily faked?
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.
What should I consider in trying to determine which test to use?
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), test-developer qualifications, and cost.
When should tests be used in the selection process?
The least expensive and most valid procedures should be used as early in the selection process as possible. In contrast to the time spent by interviewers, most selection tests are much less expensive than the cost of their time. This allows the more expensive and in-depth procedures to be applied to a smaller, better-qualified pool of candidates.
Can I get assistance in setting up a testing program for hiring agents?
Absolutely. As a standard procedure, our test-development professionals gather information about the job and your critical workforce challenges. We work with you to identify the most appropriate and cost-effective tests for addressing your needs.