5 keys in developing a pre-hire assessment strategy
If you are considering using pre-hire assessments as part of your employee selection process, here are 5 things you should know about assessments.
1. How widespread is assessments?
The use of assessments has grown dramatically in recent years because companies have become increasingly aware of the fact that their hiring success rates are linked directly to their bottom-line. An American Management Association survey revealed interesting statistics about the prevalence of assessments/tests in the U.S. The survey found that:
- 41% of employers test job applicants in basic literacy and/or math skills.
- 34% of job applicants tested lacked adequate skills for their positions.
- 20% of employers use cognitive ability tests.
- 13% of employers use personality tests.
2. Can pre-hire assessments help an organizations' hiring process?
When properly implemented, pre-hire assessments measures job-related skills, abilities, and work activities. Pre-hire assessments are one of the most accurate means that an organization has for predicting future job performance because it measures these key competencies in an objective and scientific way. Research has shown that employment aptitude tests, for example, are twice as accurate as job interviews in predicting future job performance.
3. Does pre-hire assessments increase my company's exposure to potential lawsuits?
Actually, when implemented appropriately and in accordance with professional guidelines, pre-hire assessments can actually decrease your company's risk of legal exposure. This is because assessments are a very objective means of gathering data about job candidates, and can help make your company's hiring process less subjective. Legal challenges to a company's hiring decisions typically arise when individuals feel that the hiring process was inequitable or unfair, and assessments can help enhance the perceived objectivity of the selection process. Pre-hire assessments, however, is subject to the same legal standards as are all employee selection techniques. Make sure your pre-hire assessments are EEOC, ADA and are validated by your vendor, prior to administering them to candidates.
4. How do I choose which assessment to use?
Assessment selection is the first, and probably most important, step in implementing a pre-hire assessments strategy because it is critical that organizations use assessments that measure job-related abilities and skills. Inappropriate test selection will result in an ineffective selection methodology, and can also result in a testing program that is not legally compliant.
5. Is it illegal to use certain types of assessments or tests?
Yes, it can be illegal to use certain types of assessments or tests for the purposes of employee selection. For example, the Americans with Disabilities Act (ADA) makes it illegal to use tests that may constitute a "medical examination" in a pre-employment setting. One of the purposes of the ADA is to prohibit discrimination against individuals with psychiatric disabilities; so clinical tests that assess an individual's mental health should generally not be used for employee selection. There are exceptions to this rule, and tests judged to be medical exams may be permitted if they are shown to be job-related and consistent with business necessity.
As you begin to finalize your pre-hire strategy ensure your incorporating these key points. To find out how CoreCentive can help you achieve success in pre-hire assessments, contact us today.