Pre-employment testing may seem like a senseless or otherwise unnecessary thing to conduct if you are looking for the best person to get the job done, however, it is an important part of the hiring process. Hiring the wrong person can be costly to the company; this is why it is important to conduct a pre-employment testing because it screens the applicants not only on their ability and skills, but also their work ethics.

There are many types of pre-employment and employment tests that can be done by the companies to their potential employees, and according to the website of WorkSTEPS, these are important and play a big role in keeping and ensuring employee satisfaction with the company. Some of the pre-employment tests or screening includes those that test cognitive abilities, proficiency in language, emotional intelligence, and even integrity and physical abilities. Drug testing as well as psychological testing can also be given in order to protect the company and other employees from negative behaviors.

Aside from hiring the most fit and competent person that would get the job done, pre-employment screenings or testing benefit the company by saving time and cost during the selection process. It also decreases the turnover as well as improves the moral of the company. Applicants should understand and realize that these pre-employment screenings are what companies rely on when they are looking to hire.

Although there are certain issues regarding pre-employment screenings or testing (such as the validity of the test, reliability in considering the consistency of the applicant’s score, and the question regarding Equal Employment Opportunity), it is still a valid and vital part of the employment process. Companies and employers use their chances of hiring quality applicants through pre-employment testing since it helps them screen and choose candidates that best fit the job. In order for companies not to be taken to court regarding their pre-employment testing or screening, they have to make sure they these exams are not a cause of discrimination and are consistently given to all applicants or candidates.

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