Pre Employment Testing

Statistics now show that pre employment testing is crucial in terms of reducing attrition rates, maintaining high levels of customer satisfaction, and boosting workplace morale. Yet surprisingly few firms spend significant energy on pre-employment testing. On average, firms put applicants through a screening process that involves just a resume review and an interview.

Unfortunately, even if your interviewer demonstrates insight into the psychology of applicants, this mechanism for screening leaves a lot to be desired. One way to supplement screening is to use standardized personality assessment tests, like the Myers-Briggs inventory, to match up applicants with potential positions. You may also test the applicants ability to learn under pressure.

The Long Term Benefits of Pre Employment Testing

After all, an employee's capacity to adapt a new skills set is far more important than his track record. In addition, it never hurts to assess how well the applicant gets along with other people. You might want to invite finalist candidates to participate in a day or two of work at the office to see how well they get along with your staff.

All these complex metrics aside, however, you should always trust your instincts. Recent studies--most famously, Thomas Gladwell's exegesis on snap judgments--point out that our first impressions are often correct. Thus, your best approach might be to put candidates through the paces of testing but to reserve the right of veto.