Passing pre-employment tests advances you to the next stage of the hiring process. Employers use pre-employment assessments and screenings to determine if you are suitable for specific job opportunities. Understanding the different types of pre-employment tests can help you prepare for the necessary steps to secure a job that aligns with your career path.
In this article, we describe what a pre-employment test is, why employers use it, and the seven types of pre-employment tests you may be required to take.
What are Pre-Employment Tests?
Pre-employment tests are a centralized method for obtaining and documenting information about you during the hiring process. There are various tests and screenings that can analyze how effectively you perform tasks in the workplace. Some employers may require pre-employment tests before conducting an interview with you.
Why Do Employers Use Pre-Employment Tests?
Employers have several reasons for using pre-employment tests, including:
To Speed Up the Hiring Process
Employers can use these tests to quickly narrow down the number of applicants they are trying to hire, especially if they have a large number of resumes to sort through.
To Test Applicants' Skills
Employers conduct pre-employment tests to determine if your skills align with the requirements in the job description. For example, if an employer is hiring for a copywriter position, they may conduct a writing test to see if your skills meet their expectations. An employer may reduce their company's turnover rate by hiring someone who passes a skills test because it shows how well the applicant can apply their knowledge.
To Improve Interview Quality
By gathering sufficient data on applicants, employers can use test results to ask specific questions related to your skills and work experience.
7 Types of Pre-Employment Tests
Here are some pre-employment tests you can prepare for the next time you apply for a job:
Job Knowledge Tests
Employers conduct job knowledge tests to determine your knowledge of the job you are applying for. For example, if a prospective employer is hiring a management accountant, you might receive a job knowledge test about the employer's internal accounting processes. Taking a test on specific job elements helps determine if you can apply the experience gained from previous accounting positions. Ask the hiring manager about the subject of the pre-employment tests and read the questions carefully to improve your chances of passing.
Integrity Tests
Integrity tests are one of the most objective pre-employment tests employers can administer and help measure applicants' reliability. Employers direct questions to gauge your integrity and ethical orientation when facing certain situations in the workplace. Your integrity may prove that you align with the employer's culture and show that you can work well with colleagues. Answer these questions honestly to give the employer an accurate description of the type of employee you will be if hired for the position.
Some questions an employer might ask in pre-employment integrity tests include:
Do you have the same core values inside and outside the workplace?
How do you act if a manager or colleague assigns you a task that violates company policy?
Is it ethical to post work templates on your website?
Have you ever lied to your manager in a previous position?
If a client asked you to do something illegal, would you do it?
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Cognitive Ability Tests
Cognitive ability tests ask questions about your mental capacity to work in a specific position. The answers you provide help employers predict your job performance as they learn more about how you handle complexity. A common pre-employment cognitive ability test is the General Aptitude Test (GAT), which highlights your ability to use logical, verbal, and numerical reasoning to handle tasks. Take practice tests to prepare yourself for the possible questions and answers you will see in the test.
Personality Tests
Personality tests indicate to employers whether you fit the company culture and if your personality leads to increased productivity. Test results may help employers assess your engagement level and whether they believe you are interested in a long-term career with the organization. Review different types of personality tests to understand the format and questions asked so you can correctly represent your personality to employers.
Some pre-employment personality tests include:
Caliper Profile
Myers-Briggs Type Indicator
SHL Occupational Personality Questionnaire (OPQ)
Hogan Personality Inventory (HPI)
DiSC Behavioral Inventory
Emotional Intelligence Tests
Emotional intelligence tests analyze your relationship-building skills and emotional awareness. High emotional intelligence shows how you can defuse conflicts and ease colleagues' anxiety if they feel frustrated or disappointed. Some employers may use the Berke Assessment to review your emotional skills range to see if it suits the job you applied for.
Some skills that can be revealed during an emotional intelligence test include:
Teamwork: Employees with teamwork skills can succeed if they can collaborate with colleagues from different backgrounds and personalities. By working with your team, you have a better chance of achieving your goals and getting promoted to a higher-level position.
Adaptability: Adaptability shows how you can change to meet your company's current requirements. For example, if you are a project manager and a client needs to change the project deadline, you will need to reprioritize your tasks to meet their expectations.
Empathy: Empathy is how you understand others' feelings in a given situation. This trait confirms that you are compassionate and willing to help colleagues improve their mindset and achieve their goals.
Skills Assessment Tests
Skills assessment tests review your hard and soft skills. Employers test these skills once they reach a later stage of the hiring process to understand who they might want to hire. For example, if an employer wants to hire you as a public relations coordinator, they might conduct a writing test to see how many words you type per minute, whether you can write publishable content within a specific timeframe, and how well you proofread your work. Before applying, additional pre-employment skills assessment tests may require you to demonstrate your research, presentation, or leadership skills to advance in the hiring process.
Physical Ability Tests
Pre-employment physical ability tests show your strength and endurance and reveal whether you can perform in roles requiring physical labor, such as a firefighter or police officer. A physical competencies test adds another step to the hiring process for employers, reducing workplace accident chances and finding a qualified candidate.
The Role of the DocSuite HR System
The DocSuite HR system plays a crucial role in the pre-employment testing process by providing an easy-to-use interface for managing these tests and tracking results. The system can organize and schedule tests, manage candidates, monitor their performance in tests, and generate reports and analytics to help companies make better data-driven hiring decisions.
Key features of the DocSuite HR system with pre-employment tests include:
Test Organization: The DocSuite HR system can organize various pre-employment tests based on company needs and job requirements.
Test Scheduling: The system allows for easy scheduling of tests according to applicants' schedules and specified deadlines.
Candidate Management: The system enables managing candidate data and tracking their progress in various tests and evaluations.
Report Generation: The system can create comprehensive reports that detail candidate performance in tests and professional analyses that aid in making hiring decisions.
Data Analysis: The system helps analyze data from pre-employment tests to better understand candidates' skills and abilities.
Time and Effort Saving: Through automated processes and efficient organization, the DocSuite HR system saves the time and effort needed to manage pre-employment tests effectively.
Hiring Process Improvement: By providing the necessary data and analytics, the system supports companies in making informed hiring decisions and improving the overall selection process.
Pre-employment tests should be just one component of a comprehensive set of criteria used to evaluate candidates, including resumes, interviews, work experience, education, and anything else relevant to the position. Pre-employment tests provide the greatest value when applied during the hiring process to screen out unsuitable candidates. Ultimately, organizations using tests make their final decisions based on various factors, with tests being an important component. Companies should expect tests to streamline and enhance the hiring process, not replace it.