Myths and Facts about Pre-Employment Assessment Tests

by Kristen White Blogger
There are many misconceptions about the effectiveness of pre-employment assessment tests. Many organizations use them extensively as a part of their recruiting process, but other businesses shy away from them for various reasons.
Misinformation, lack of understanding and incorrect implementation are some common reasons that cause enterprises to not favor pre-employment assessments. These are three myths that cause companies to ignore the benefits of hiring assessments.

Hiring Assessments are Not Suited for All Industries

Many HR managers think that hiring assessments only work for certain industry sectors such as IT or customer service. Since the tests are conducted online, many companies think that only industries that use computers extensively can use pre-employment testing tools.

The truth is every industry including manufacturing, aviation, travel, real estate, healthcare, retail, and more can use pre-employment assessments. In fact, some pre-employment assessment test companies have a vast database of questions that includes test questions on topics and subjects for different industries.

Interviews Give Accurate Results

The HR team relies on personal interviews to finalize a list of candidates for a job. The last stage of an interview process is usually a personal interview even when the recruiting process has a dozen screening levels.

While no one will deny the importance of personal interviews as a viable way to get to know candidates and assess their abilities,  many question whether they are the best possible way to hire candidates. The chance of personal bias, favoritism, and first impressions can influence interviewers’ judgment, and the business could end up choosing a candidate who is not a good fit for a job and ignore one that is the best choice.

Organizations that use behavioral and personality tests to analyze candidates have a much better foundation on which to base their decisions instead of simply relying on what they see and hear during an interview. Using both allows them to determine if candidates have the skills and experience to do the job and if they are a good fit for the company culture.

Cheating is Easy While Completing Pre Employment Assessments

Cheating is relatively easy in any test or interview situation because a person can always pretend to be someone else or choose answers they think the company wants instead of the ones they would normally choose.

However, it is easy to tell when a candidate is being untruthful on a pre-employment test, and companies continue to develop and improve test tools that include parameters that highlight fake answers.

First, there are no right or wrong answers to questions on personality and behavioral tests. Second, many pre-employment tests include simulations--real-time scenarios where candidates are asked to solve a problem and enter the answer rather than choose from among several options. This helps evaluators see how a candidate would perform if hired.

Many organizations tend to think pre-employment assessments are stressful and think that that on-site “pencil and paper” tests are easier to administer, but the opposite is true. The best hiring assessments are actually online tests.

Candidates can take a test online anytime and from anywhere. All they need is a computer or a laptop with an Internet connection. Since they are in a location where they are comfortable, and they are taking the test at a time that is convenient for them,  they will be able to get the best score possible.

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About Kristen White Committed   Blogger

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Joined APSense since, August 19th, 2016, From Chicago, United States.

Created on Aug 31st 2020 04:06. Viewed 271 times.


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