Pre-Employment Testing

Pre-Employment Testing

Pre-Employment Testing In some positions it is important to test the candidate’s skills and knowledge in a particular area so that you can determine that the match against your position is a close one.

Candidates should be advised early in the recruitment process if testing results will form part of the selection criteria.

The main types of tests include (but not limited to):

Test	Typical Uses
Aptitude	Candidate qualities or traits (physical, social, conceptual, analytical and practical)	Assists in the predicting the candidates capacity/ potential to develop competencies/ skills that are needed to perform position the effectively
Psychometric	An individual’s perception and feelings i.e personality traits e.g. introversion versus extroversion, initiative or creativity	Looking at people’s compatibility with culture team dynamic
Ability / Skills Testing	Verbal Written (spelling, grammar);  Numerical (from simple arithmetic calculations to numerical critical reasoning);  Diagrammatic (tests of logical reasoning ability presented in the form of abstract shapes and diagrams);  Mechanical (presents a series of mechanic problems);  Spatial (assesses the ability to imagine the rotation of shapes in space);  Clerical (measuring speed and accuracy for errors);  Dexterity (measures hand speed and fine motor precision skills);  Sensory (measures near or far acuity, sound or colour)	Verbal - telephone staff Written - journalist Numeric - accounts staff Diagrammatic - architect/mechanical engineers Mechanical - mechanics/machine operators Spatial - cartography, air traffic controller Clerical - secretaries / administrators Dexterity- Machine / data entry operators Sensory - electrician, sound engineers, artists e.g. graphic

In some instances, it is advisable to introduce a subject matter expert to assist you in the testing process because of their greater familiarity with the area involved.

With psychometric testing, it is best left to qualified practitioners to determine the psychological profile of the candidate. There are no wrong answers in this form of test, just insights that allow you to context the candidate against the position and the team they would be joining.

When using external qualified practitioners it is recommended that they provide a debrief as well as a written report on the candidate results.

When testing abilities and skills the results are often more definitive, for example, the position requires data entry capability at 80 words a minute and the candidate’s results show 50 words per minute. On this basis you may choose to disqualify the candidate.

Psychometric testing on the other hand is less definitive than skills and ability testing and is limited in its applications.

Unless unsuccessful candidates have provided consent for Company to keep the results of any pre-employment testing, all such material shall be destroyed within 24 hours of the successful candidate accepting the position with Company.