Testing for Employment

Employers may ask potential employees to take a number of pre-employment tests. These tests have proven to be beneficial to organizations by reducing company expenses due to absenteeism and high turnover rates. Furthermore, these tests are able to help an employer determine if an employee will fit into an organization and if the employee will be able to work successfully in a team setting.

Cognitive Ability Tests

A number of employers require potential employees to take cognitive ability tests as part of the selection process. These kinds of tests show the employer how the candidate might handle potential job-related problems and how they use logic and reasoning. The main advantage is that these tests have been proven to accurately predict job performance. The main disadvantage is that these tests can be costly and time-consuming for employers.

Integrity Tests

Integrity tests measure a potential employee's level of dependability, reliability, behavior and honesty. This is a direct-question test and focuses mainly on integrity and ethics. By asking particular questions, the tester can draw conclusions about people who could be dishonest or problematic later on if they were hired. The main advantage is a reduction in business costs, and the main disadvantage is that people can manipulate their way through the test.

Interview

The most common type of employment test is the interview. This test can give employers a great deal of information about a potential employee. The employer is able to gain insight about skills, abilities, and knowledge that are necessary in a particular job arena. The main advantage of this test is that oral communication skills can be easily measured. The primary disadvantage is that when interviews are used on a larger group of potential employees, this type of test becomes less effective.

Personality Tests

Personality tests help an employer assess how successful a potential employee might be working in a team setting. This test is also helpful in determining if an individual might show initiative, be proactive and be optimistic when having to work closely with others. The main advantage is that this type of test does not display different results based on gender or age. The main disadvantage is that some potential employees might find this test to be intrusive.

Physical Ability Tests

Physical ability tests are used to measure a potential employee's physical performance ability in velocity, balance and strength. This test's main advantage is to identify candidates who are physically incapable of carrying out fundamental job tasks. The main disadvantage is that this test, more so than others, is gender biased.