A pre-employment aptitude test refers to a systematic approach to testing the ability of a potential employee during the pre-hiring stage. The test helps you analyze whether the candidate can perform the specific tasks as well as to evaluate the reaction of the candidate to diverse situations.
The use of aptitude tests allows you to use a standardized method to evaluate and score the candidate’s skills, then use the results to compare against other applicants.
When you post a job posting, you will attract hundreds, if not thousands of applicants seeking to get the job. Using the pre-employment assessment tests will give you the basis of filtering out unqualified applicants early in advance; thereby reducing the time you need for the process.
Studies show that most companies won’t hire a candidate that has failed a pre-employment test. As much as the tests are important when deciding who to hire and who to pass, you need to consider various factors when coming up with the ideal test.
The Content of the Test
The contents of any pre-employment aptitude test should be considered carefully. You need to keep in mind the specific kind of job the person has applied for when coming up with the questions for the test.
The Validity of the Test
You need to gauge whether the test can measure a specific criterion that it is supposed to. The measure of validity should also be able to give the right results that you need to predict the performance of the candidate in future.
You must justify that the candidates who perform well on these tests will end up doing well on the job and vice versa.
For instance, if you can demonstrate that a skills and typing test using a specific word editor constitutes a fair judgment of the content that an administrative assistant will use on the job, then the tests can be regarded as valid.
Reliability refers to how consistent the right pre-employment aptitude test measures performance. In this case, it means the score of the individual ought to be nearly the same whenever the applicant takes the test.
If the applicant takes the test today and scores highly, then takes the same test a week later and scores poorly, then the test is deemed as not being reliable. The test should be able to measure the traits of the candidate consistently; otherwise, it will add little value in determining the future job performance.
The tests you use ought to be within the regulations. This means that the tests which you come up with for the candidates ought to follow the laws that have been set down by the national government and local authorities. Failure to stick within the law can lead to lawsuits.
What Are Some Examples of Aptitude Tests?
These tests come in various types. Some examples include:
- Knowledge tests that measure how knowledgeable a candidate is regarding a feature of the job.
- Personality tests involve a measure of the thought process, intuition, perception, and introversion.
- Skills tests will determine how the candidate handles simple tasks that relate to the job requirements such as typing skills.
- Ability tests will check how well the candidate copes with various scenarios in the workplace.
You can increase the likelihood of getting the right candidate for the job by using pre-employment aptitude tests to screen potential employees. It helps save you time, money and increases your productivity. For best results, make sure the tests you use are reliable, legal and valid.