Anyone involved in the hiring process knows the regret of hiring the wrong person. The cost of making a bad hire can be incredibly expensive, but there are ways to increase your odds of hiring the right people. Pre-employment tests take some of the guesswork out of hiring by delivering objective data that provide insight into your candidates.
Scientifically validated aptitude, personality, and skills tests have a wealth of psychological data behind them that demonstrates their ability to predict real-life job performance. In fact, cognitive aptitude is one of the most predictive factors used in the hiring process, far more predictive than other common hiring criteria, including interviews, experience, and education. For this reason, many companies rely on pre-employment tests to provide an additional data point that helps them make more informed hiring decisions.
If you’re interested in learning about the value of incorporating pre-employment testing into your hiring process, check out The Definitive Guide to Pre-Employment Testing. This comprehensive guide outlines the main types of pre-employment tests, the benefits of using testing, the process behind test validation, best practices for using tests, and the basic legal guidelines relating to testing.