Each time a company hires a new employee, it invests in their onboarding and training above and beyond the cost to the company. Thus, hiring decisions have a big impact on your attrition rate. Whether a company is small or a multinational conglomerate, a high attrition rate is bad.
When you don’t hire the right person for a role, then all the time, effort, and money spent on their integration with your company will be wasted. Pre-employment assessments and screenings are essential to the recruitment process because of this cost impact. 96% of employers surveyed by HR.com say they administer at least one pre-employment screening test.
A PAIN POINT OF THE RECRUITMENT PROCESS
A pre-employment screening is one of the most important things HR managers and recruiters do. When you’re analyzing hundreds of applications and choosing candidates for the next round based on incomplete info, it can be overwhelming. The best way to strengthen your recruitment process and conduct an evidence-based selection of candidates is to implement a pre-employment assessment test.
STRIVE TO HIRE THE BEST
You can develop an accurate and efficient recruitment process with pre-employment tests, and it speeds up your search for great candidates. It’s one of the most objective ways to figure out whether your company’s right fit for the candidate based on their abilities, skills, EQ, and communication, among many other things.
Tests prevent weaker candidates from making it to the final stage of the hiring process, while identifying exceptional candidates who may go unnoticed during traditional screening. There’s fierce competition for hiring the best talent, so if you want to attract and keep them, you need to go above and beyond.
PICK THE RIGHT TEST FOR THE RIGHT HIRE
You need a tool that can assess the candidate and predict their workplace personality traits. A cooperative nature, leadership qualities, and a success-driven mentality all have a direct relationship with job performance. You can use it to predict suitability for a wide range of job categories and make hiring decisions based on concrete, defined criteria.
TalentLens’ Workplace Personality InventoryTM – II is a pre-employment assessment tool that assesses personality traits, work styles, and performance capabilities to help you pick the best candidate. Additionally, the tool provides a development report so managers can support, nurture, and bolster a new employee’s productivity.
What is Pre Employment Test For Accounting?
The Progressive pre-employment assessment is an online assessment that evaluates the personality and skill levels of candidates. Unlike traditional interviews, the Progressive test is not time-sensitive and candidates can take it on any computer or mobile device that has an internet connection.
The pre-employment assessment also provides a detailed report highlighting how candidates scored in certain traits. Before taking the test, it is important to familiarize yourself with the job you’re applying for.
Progressive pre-employment assessment consists of four stages
The first stage involves a phone interview, which covers basic questions like the job description. The second stage involves an in-person interview, which is conducted by a recruiter. After completing the phone interview, a candidate can check the status of their application. The assessment lasts about 20 to 30 minutes. It is best to allow enough time for the phone interviews to be completed successfully.
The second step in the process is a background check, which is done before a hiring decision is made. Regardless of the type of pre-employment assessment, it is important to be prepared and familiar with its format before the test. This is similar to studying for an exam in school. Practice makes perfect, and this is certainly true in this case. A candidate who is comfortable with the test format will have an easier time performing it on the day of the interview.
A positive side effect of completing the progressive pre-employment assessment is that it gives a recruiter a clearer picture of the candidate’s skills. It also helps them decide whether the applicant has the potential for the job. Recruiters are able to use the results to make informed decisions about the job applicants. They can use the information to select the right candidate. The goal is to make the hiring decision quickly, and an employer can do that by assessing a candidate’s skills, intelligence, and aptitude.
Advantages of pre-employment for candidate and the employer
A progressive pre-employment assessment has a variety of advantages for both the candidate and the employer. The most obvious benefit is that it will help reduce the chances of illegal aliens and fraudulent activities.
Moreover, the results of the tests will be more accurate, which will make it easier to choose the best candidate for the job. If the interviewers feel that a candidate is not the right fit, they can opt for a different candidate. The first step in a pre-employment assessment is to identify the specific skills a person has.
A progressive pre-employment assessment will give a company the opportunity to determine a candidate’s potential. While it may sound intimidating at first, it will give them valuable information about a candidate’s skills, aptitude, and other attributes.
A candidate’s personality will also be evaluated using the results of the test. A job applicant’s personality and motivation will be a major factor in the hiring process. If they don’t feel prepared to take the test, they might not be hired at all.
Reduce fraudulent activities
Besides being a valuable asset for the employer, a progressive pre-employment assessment will reduce the possibility of fraudulent activities. By determining the strengths and weaknesses of a person, a progressive pre-employment assessment will identify the best candidates and minimize the risk of hiring illegal immigrants.
This screening method is common in the USA and is often required for many employers. It is important to remember that the tests are not the same. While the differences may be minor, the same rules apply to the two types of tests.
Five different sections
The most common pre-employment assessment consists of five different sections. Each section evaluates candidates’ personality and ability to adapt to new situations. During this section, candidates will be asked to answer multiple-choice questions, which are based on real-life situations. This part of the test will also measure a candidate’s hard-core skills. A progressive pre-employment assessment can also be used for determining the skills of a candidate.
The most important thing for employers is to find the best employees. An extensive pre-hire assessment will determine the personality and skill sets of a person. During the interview process, it is important for the employer to learn about the personality traits of a candidate and align the company’s mission with their values. A comprehensive pre-hire assessment is useful for many reasons, including the fact that it can improve the quality of the hiring process.