Personality tests are a growing industry. Although recruits have different views on personality tests as a fitness indicator, according to a 2011 report, the use of personality ratings increased by 20% per year.
One of the reasons why pre-employment personality tests are on the rise is due to an increase in the number of candidates. Unlike the pre-Internet era, where you could make an ad on the newspapers and be lucky if you applied 50 candidates, now every open position can have hundreds, if not thousands of candidates. This is a big burden falling on the shoulders of HR professionals and researchers.
Special Considerations for Personality Testing:
Be careful when designing Pre Employment Personality Test and make sure tests are not used to discriminate candidates with mental disabilities or other protected features. If you use personality tests, determine the personality traits needed for the job and design a test that can accurately measure candidates in those areas
The costs of a bad rental are high. To help make better recruitment decisions, some employers use pre-employment tests to better assess candidates. These tests are designed to evaluate the skills and attitude of a candidate to the position. Common Tests Before Employment Include:
Cognitive Tests: Evaluates reasoning, memory, perceptual and precise speed, math skills, understanding of reading, or knowledge of a certain function or work.
Physical agility test: Measure the strength and strength of the candidates by asking them to perform real or simulated job tasks (for example, by moving a piece of 50 pound equipment).
Personality Test: Measures the degree to which a person has certain traits or devices (eg Reliability, Co-operation).
Drug Testing: Determining whether a candidate has recently used illegal drugs.
Work simulations: Assess performance and attitudes in certain activities (for example, by verifying the number of words per minute that an administrative assistant can write).
If you’re considering using pre-employment tests or have you already included in the recruitment process, here are some points to consider:
Discrimination Considerations:
Pre-employment tests must comply with all federal, state and local laws on non-discrimination. This means that you cannot design or use tests to discriminate candidates based on a protected feature (race, colour, religion, gender, nationality, disability, age, or other protected class).
Be consistent All candidates who are in a similar situation must be subject to the same tests. For example, if physical agility is essential for doing the job, you should evaluate both male to female candidates who apply for the position.
Assessing the Impact Assessment of Employment must be linked to work and consistent with the need for business, and it should generally not disproportionately rule out candidates in a protected class. If the selection process selects a protected group, determine if there are other available trials, which is equally effective in predicting work performance without excluding the protected class.
Reasonable Accommodation Requirements:
Under US Federal Disability Act (ADA) and similar state laws, disability candidates may require reasonable adjustment during pre-employment tests in order to have equal opportunities to be considered for a job. For example, a qualified person with vision-related disabilities may need to perform a written test in an alternative format, such as large print or may need a reader, to have the same opportunity to request the location.
