So you are preparing for your first job or your next job and you are anxious about the interview process of the companies you are trying to apply for.
1. What is the purpose of pre-employment screening?
Pre-employment screening tests are mainly used for identifying the right candidate from the talent pool and assessing the skill, job readiness, personality traits, and predicting future job performance. Pre-employment tests are beneficial for employers as well as candidates. For companies, it has helped recruiters and hiring managers to have better clarity about what they want, provides a relatively high degree of accuracy, saves time and cost. Candidates get the benefit of appearing for the test at any time, at any place, and in their own familiar, stress-free environment.
2. What do job assessment tests look for?
Don’t worry, job assessments test only assesses skills according to your job role. That means all the questions will be relevant and you will be able to answer all those questions. You are not measured on the basis of failure or pass but for competence in the specific job role. In order to identify a job-fit candidate employer can assess the job-related skills, cognitive ability, personality, and culture fit of the candidate. So, there might be different types of job assessment tests used to evaluate a candidate. The pre-employment test evaluates the hard skills and soft skills of the applicants. An employer can use one or more combinations of the following tests:
1. Skill Tests: These tests evaluate the ‘job-related’ skills of the candidate. The skills may include both soft and hardcore skills that are mandatory to perform the given task. EEOC guidelines suggest that these skill tests must be relevant to the actual job description.
2. Cognitive Tests: These tests evaluate the ability of a candidate to gather information, process it, memorize, and decision-making skills of the candidate.
3. Physical Ability Tests: These tests evaluate whether the candidate is physically fit to perform job operations that need physical activity.
4. Personality Tests: These tests evaluate if the personality of a candidate is more suitable for the success of the job.
5. Background Tests: These tests will evaluate the background of the candidate like employment history, bankruptcy, drug addiction, fraudulence, or criminal offense of the candidate.
6. Language Tests: These tests will evaluate the ability of a candidate to communicate ( verbally and written) in a specific language.
3. How do I pass a pre-employment assessment?
Employers use pre-employment tests to find the applicants whose skills are best suited for the job position to which he or she is applying. The pre-employment screening test is conducted at the initial phase of the hiring process to evaluate certain traits of the applicants to predict future performance. To get your dream job in almost every organization, you will have to clear the pre-employment assessment. So, to pass an employment assessment keep the following things in mind:
1. Consider the job role-With the help of pre-employment testing employers want to predict if you are a job fit applicant for the open position. They will try to evaluate your responses to questions that indicate your behavioral characteristics, and job readiness.
2. Know what you are being tested on: The test may contain a variety of questions to measure your job skills, work ethics, work management, time management, ambition, and passion to work for the organization. If you figure out the intent of the questions, it will help you to respond in a better way.
3. Practice, Practice, and Practice: Try not to take the pre-employment assessments without knowing what kind of questions will be asked. Your test score is going to lead you to get your dream job. How to know the types of questions a screening test will consist of? You can refer to a variety of online material available on pre-employment testing to improve your skills and test performance. With the help of these sources, you can fine-tune your reasoning, logic, and job skills by solving the practice questions, taking lessons from the experts.
4. Be honest: When it comes to personality and psychological screening, don’t try to hide what kind of personality you have. Do not represent yourself with manipulated responses for the sake of getting a higher ranking or score. Because pretending to be someone else will not help you pass this section of the tests. The pre-employment tests contain a few questions that are specifically designed to detect applicants who manipulate their responses. And do not forget that this is not the only criteria of selection employers prefer.
4. How long does an assessment test take?
The answer to this question depends on the type of assessment and the number of questions. There is no standard time mentioned for completing the test. The stipulated time for a pre-employment assessment is generally shared with an invitation you receive from the employers.
5. Is pre-employment testing legal?
Yes. Pre-employment testing is legal. It’s not about the test but about the implementation of the test that needs to be carefully observed. Pre-employment testing, Section 703(h) of the Act suggests that an employer asking for the test or assessment is totally fair but, the test should not include any type of discrimination on the basis of race, sex, gender, religion, or the age of the candidate appearing for the test.
Use of 3rd party pre-employment test is also legal and it’s also beneficial in the interest of both employers and employees. Employers can avoid issues coming from the right to privacy by outsourcing assessments to 3rd party. In this way, an employer cannot have access to the candidate’s responses but only to the end result of the testing. This eliminates the possibility of bias.