Resume screening and hiring interviews can give you insights into a candidate’s work experiences, but these hiring methods can’t predict on-the-job-performance with a high level of accuracy (validity). More companies are using pre-employment assessments USA to add predictive accuracy to their hiring processes. These pre-employment assessments measure a candidate's cognitive aptitudes and job fit in scientifically validated and reliable ways, adding more accuracy to your hiring decisions. While assessments once were used only for executive and mid-level leadership positions, today they are commonly used for hourly and entry-level jobs also. Many companies are using a whole person assessment strategy of candidates: Cognitive Abilities, Personality Traits and Work Motivations. Manager fit and Team fit are also becoming common uses of pre-employment assessments. Customer service jobs provide a good example of why: Service candidates may be strong in technical skills, but if they don't have the right personality traits for dealing with customers (eg. empathy, trust, tact, and flexibility) they likely won't succeed in the service role.
Businesses are automating the candidate screening process. Pre-employment assessments are used to predict if the candidate is well-suited to the job, eliminating the need to interview candidates who lack key qualifications. By using valid and reliable pre-employment assessments, hiring managers don’t spend time with unqualified candidates. Only the most qualified candidates are interviewed. This reduces interviewing time and cost to hire, and it increases the accuracy in selecting top performers.
Scientific research shows that pre-employment assessments USA offer the highest accuracy in predicting future job performance. The value of pre-employment assessments depends on their accuracy and reliability. The most effective pre-employment assessments give employers assurance that the candidate is a good fit with the job. Employers can verify that the candidate has the cognitive ability, personality and motivation to perform the job successfully, usually at a higher than average level.
One of the benefits gained from pre-employment assessments is increased employee retention. They reduce voluntary turnover because you can see which candidates have a good overall fit with the position. They reduce involuntary turnover (terminations) because you can see whether the candidates have a good fit with the manager and with the team.
To be sure that pre-employment assessments will be predictive of business outcomes, a review of the technical manuals is a good place to begin. The Department of Labor’s General Guidelines for good employer practices sets the following standards:
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