Toolkit for Recruiting Association Executives
7. Select Pre-employment Testing
Pre-employment testing can be used to help determine job fit by looking at candidate’s skills, knowledge, and capabilities based on set objectives. Employers are cautioned to use testing as an additional component towards making a decision and not the exclusive decision-maker.
|Advantages of Testing||Disadvantages of Testing|
Types of Testing
There are a variety of assessment tools available to employers. Tests can be delivered by paper, Internet, phone, and/or interviews. Employers must ensure that the testing method is job related and certified as valid and reliable. When choosing a vendor, ask if the testing is EEOC certified and if the testing has been legally challenged. Below are the categories of assessment tools available.
- Cognitive Tests – measure learning and ability to think and perform
- Interest Tests – measure less visible characteristics that measure job performance such as motivation, problem solving, leadership, and interpersonal skills. Testing includes work interests, culture fit, talent measures, and value inventory.
- Personality Tests – determine personality characteristics and how the candidate will likely act on the job
- Specialized Tests – measure specific skills, knowledge, and abilities associated with success on the job
- Physical and Security-Related Tests – includes pre-employment physical exams, drug tests, and written honesty/integrity tests.