Pre-Hiring Assessment

Pre-Hiring Assessment

Learn about pre-Hiring Assessment - what they are, the types, and why they matter in talent acquisition. Read on for valuable insights.

What is Pre-Hiring Assessment?

The pre-hire assessment is an essential but often overlooked step in the recruitment process. It aims to evaluate a candidate's technical ability and suitability for a specific job role.

Pre-hire assessments take many forms, such as surveys, tests, or questionnaires. They are scientifically proven to predict a candidate's future job performance. By assessing candidates this way, employers can save time and energy in the long run.

Types of Pre-Hiring Assessment

Although they aim to provide insights into job applicants, assessments come in different types, each measuring distinct aspects.

Personality Tests: Personality assessments are designed to evaluate a candidate's unique personality traits and are typically referred to as an "assessment" rather than a "test" due to the lack of a right or wrong answer. Providers of these assessments often compare a candidate's responses to an ideal framework of desirable traits.

The world of personality assessments can be divided into two categories: self-report and behavioral assessments.

  • Self-report assessments ask candidates to respond to statements about their personality.
  • Based on research, behavioral assessments evaluate a candidate's personality traits through online tasks. Behavioral assessments are particularly useful for graduate or entry-level hiring, where relevant work experience is often lacking.

Aptitude Tests:  Aptitude tests measure intelligence or cognition through right or wrong responses. Unlike personality assessments, there is no in-between. Common types of aptitude tests include numerical reasoning, logical reasoning, spatial reasoning, and abstract reasoning.

  • Numerical reasoning tests how well a candidate processes numerical data.
  • Logical reasoning tests how they approach problems, identify patterns and make connections in different data types.
  • Spatial reasoning tests how well candidates visualize and manipulate 2D and 3D shapes.
  • Abstract reasoning measures pattern recognition without language or math skills.

Skills Tests: A skills test measures an applicant's proficiency in a particular area, such as coding or writing. While other tests may focus on personality or cognition, a skills test focuses entirely on ability. Employers often use skills tests to identify one job-critical skill rather than measuring many skills simultaneously.  

Benefits of Pre-Hiring Assessment

Pre-hiring assessments can offer multiple benefits to employers regardless of the type of assessment they choose. Three consistent benefits are:

  1. Accelerating the Screening Process: With a large volume of job applications, it can be difficult for employers to screen and identify the most suitable candidates accurately. Pre-hire assessments can provide an additional data point to help employers make faster and more informed decisions, leading to a shorter and more cost-effective hiring process.
  1. Ensuring Better Hiring Accuracy: Traditional hiring processes rely heavily on interpretation, leading to the risk of hiring the wrong candidate. With the help of pre-hire assessments, employers can gain deeper insights and more reliably establish a candidate's suitability, ensuring that the right people are hired for the role and culture of the company.
  1. Eliminating Biases (Positive or Negative): Unconscious bias and gut feelings are common challenges in the hiring process. Pre-hire assessments provide objective data on candidates, reducing the risk of unfair screening based on criteria such as name, ethnicity, or educational background. It helps ensure fair hiring practices and access to a broader range of talent.

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All-Related Pre-Hiring Assessment Terms

  • Job Screening: It is a process of reviewing job applications to identify qualified candidates who meet the job requirements.
  • Talent Assessment: It evaluates the skills, abilities, and potential of job candidates or employees.
  • Candidate Selection: It identifies and chooses the most suitable candidate for a job position.
  • Employment Testing: It assesses job applicants' skills, abilities, and other characteristics to determine their suitability for a job role.
  • Personality Testing: It is an assessment tool used to evaluate an individual's personality traits, preferences, and behavioral tendencies.
  • Behavioral Assessment: It evaluates an individual's behavior in various work-related scenarios to predict job performance.
  • Skills Testing: It assesses a candidate's proficiency in specific skills required for a job role.
  • Psychometric Testing: It measures an individual's cognitive abilities, including aptitude, intelligence, and reasoning skills.
  • Pre-employment Screening: It evaluates job applicants' backgrounds, including criminal history, employment history, and education.
  • Performance Evaluation: It is a formal assessment of an employee's job performance over a specific period, usually conducted by their supervisor or manager.
  • Hiring Criteria: It is a set of standards or requirements that job candidates must meet to be considered for a particular job.
  • Job Fit: It is the extent to which a candidate's skills, knowledge, and experience match the requirements of a job position.

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