4 Tips for Mastering Your Pre-Employment Testing Battery

If you think that you don’t truly know a potential hire until you walk a mile in their shoes, you’re using the wrong pre-employment tests.

It all comes down to what tools you’re using in your testing battery or your collection of pre-employment tests for analyzing new hires and employees. These psychological measurements can give you insight into how an individual will act before they ever set foot in a cubicle.

But when it comes to building the perfect pre-employment testing battery for your company, it can be hard to understand what works and what doesn’t. That’s why we’ve outlined four tips to help you streamline your hiring process.

Learn exactly what your battery can do.

Depending on the amount of testing, and the quality of the tools, batteries can provide companies with crucial information about an individual’s ability to perform in the workplace. Normally, this testing comes in three forms, personality, basic skills, and mechanical aptitude.

For the most part, these personality tests are the main focus of a company’s battery because they offer the most about an individual’s specific capabilities. The traits that these tests measure range from emotional resilience, to thinking skills, to personal communication.

By using these traits in combination with each other, it becomes easy to make predictions on how a new hire might behave in the workplace, barring some sort of Freaky Friday incident in the breakroom.

Use the testing tools that work for your business.

While I wish it was as simple as placing these tests into three main categories, it’s not.

Although the wide selection can seem intimidating, each test has its own strengths and weaknesses for learning more about your new hires.

For example, the 16 PF and the WPI have similar elements to them when determining an individual’s personality. However, the 16 PF is more focused towards how a new hire will perform in your office’s home court, while the WPI tells you more about their behavior during an away game.

While some tests are more common than others, there is no good, better and best when it comes to pre-employment testing. Each test has unique traits to offer your business.

Know the difference between commodity and specialized tests.

Odds are, you won’t need a series of thorough and complicated tests to see if someone’s up to the challenge of flipping burgers. But these five tests would be more applicable for an operations position where this kind of profiling is key.

Tests like the 16 PF and the Hogan are excellent commodity tests that work in a vacuum for basic jobs that aren’t as complicated as leadership roles. They can tell you if an individual would perform well in the role, and you end up getting more value for your testing.

But the more sophisticated the position is, the more tests you should run in your battery to lower your risks of mismanagement. And if you implement too much testing, you end up losing value because there’s nothing more to learn. So when you’re hiring, it’s important to find a critical value that balances your testing budget, with the complexity of the job you’re offering.

Understand what the results mean for each job position.

Testing instruments give you comprehensive information about an employee’s personality and strengths in the workplace. But if you misread their skills, it can be easy to mismanage them or place them in situations where they can’t perform.

For example, you might find that a potential hire is great in a leadership role, so it makes sense to put them in a management or executive position. However, if they lack critical thinking skills to manage assets and make difficult decisions, they’ll crack under the pressure.

To avoid wasting your testing budget, thoroughly research your assessment tools, and learn the relationship between each testing factor in a work environment. When you do, you’ll be able to understand every aspect of what a new hire is capable of, before you even get through an interview.

So what’s in the perfect testing battery?

The ideal testing battery has a collection of tests that offers you enough information to profile them, without wasting value on additional testing. This can vary from position to position, but it’s important to constantly adapt to your hiring environment, and don’t be afraid to go through some trial and error.

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