According to a 2015 article by Society for Human Resources, assessment testing has grown to a $500-million-a-year industry, with upwards of 60% of job candidates being required to take some form of testing.
Honesty in Assessment Testing
Assessment testing can be intimidating to the job candidate, but in the long run can be valuable for both sides. The tests are designed to match personality traits with a position and have a built-in fraud detection system to ensure that the test-taker is being honest.
There are specific tests that attempt to determine how honest a person is, but generally assessment testing is done for the purpose of finding the right fit for a position. Just because a candidate looks good on paper, it doesn’t mean that they are the right person for the job.
There is typically no pass/fail for these tests, just the determination that a candidate is being placed correctly within the company. A candidate who attempts to misrepresent themselves when taking the test may be put in the wrong job or placed on the wrong team. This sets up both the employer and the employee for failure.
Are the Tests Useful?
Employers and job seekers alike may question the usefulness of assessment tests. Employers may not be sure if the costs of administering the tests make sense. Job seekers may be put-off by the additional time they have to put into the job search.
HumanResources.com lists several advantages for administering the tests for both entities. For the employer the tests have a high accuracy rate in determining the likelihood of a candidate succeeding in a role. Also, the tests have been successful at finding core weaknesses and strengths of a candidate
The job candidate has the opportunity to see what types of skills the position requires. In addition, the candidate has the opportunity to get a feel for what type of personality the employer is seeking for the position.
The Society for Industrial and Organizational Psychology also points out that the tests can reduce overall costs to the employer “by identifying individuals for hiring, promotion or training who possess the needed skills and abilities.”
Types of Tests
There is a wide variety of assessment testing available to employers to help take the guesswork out of hiring. A few of the basic test models include:
- Personality Testing – Personality testing is fast becoming one of the key tests given, especially for sales type positions. Training programs for sales people can be quite costly and it is imperative for employers to know they are hiring someone who can adapt quickly to the core values of the company.
- Skills Testing – Skills testing is one of the quickest ways to determine if an employee truly has the basic skills required for the position.
- Ability Testing – Ability testing goes a little deeper by measuring not just what a person can do, but what they are capable of doing or learning in the future.
- Integrity Testing– Integrity testing attempts to gage the honesty level of a prospective employee and determine the likelihood of the person engaging in dishonest practices.
Assessment testing has become so specific that many tests drill down to attributes for individual professions and different levels of leadership roles.
The tests can typically be taken online so that the job candidate does not have to drive to the company or to a testing location. This allows for quick turn-around time to determine if a person is ready for the nest step in the hiring process.
Sentinel Background Checks now offers a wide range of assessment testing in addition to its many background check solutions. Call 888-725-2535 today for a free evaluation of your company’s needs.