Even after reviewing r\u00e9sum\u00e9s and conducting interviews, hiring a new employee can sometimes feel like making a high-stakes wager. Bet well, and you have an employee who excels at their job and improves the organization as a whole. Bet poorly, however, and you\u2019re left with someone who requires an excessive amount of supervision and training just to keep up. As a result, this hire can drag down the productivity of others.<\/p>\n\n\n\n
How can companies tilt the odds in favor of the former and make the hiring process feel less like a game of chance? Numerous data-backed strategies can help improve the hiring process, but perhaps the most powerful \u2014 at least in many cases \u2014 is the pre-employment test. These tests often take two main forms: the written test and the ability test.<\/p>\n\n\n\n
The Written Test<\/strong><\/p>\n\n\n\n Perhaps the most versatile of all testing and validation services, the written test can measure virtually any aptitude an employer desires. There are several major reasons a written test can be such a powerful hiring tool:<\/p>\n\n\n\n The written test is a uniquely effective tool for predicting whether a candidate is the right fit for a job, but it\u2019s not the only<\/em> tool. An ability test can act as a powerful complement to the written test, allowing employers to see candidates in action and shore up confidence in their ultimate hiring decision.<\/p>\n\n\n\n The Ability Test<\/strong><\/p>\n\n\n\n Although written tests have a surprising amount of predictive power when determining a person\u2019s hands-on abilities, there\u2019s no substitute for seeing someone in action. This is where work sample tests and physical ability tests are useful.<\/p>\n\n\n\n A work sample test has candidates perform tasks that are crucial to success at the job for which they\u2019re applying. It uses job analysis to determine which tasks are most crucial and replicates them for candidates.<\/p>\n\n\n\n In many cases, these tasks can be recreated almost exactly. In other cases, it might be more difficult to replicate the exact work required. Regardless of the fidelity of the recreation, however, work sample tests focus on the crucial skills required and see how candidates perform.<\/p>\n\n\n\n In addition to testing specific skills, some jobs (e.g., firefighters, warehouse workers) might also require a test of a candidate\u2019s physical abilities. In these cases, it\u2019s crucial to create a test that focuses solely on the physical abilities necessary for the job \u2014 meaning there isn\u2019t any way to work around these requirements for those with disabilities. These tests should not inadvertently discriminate against specific demographics; they should act as an objective test of abilities relevant to a job.<\/p>\n\n\n\n Both working together and separately, written and ability tests can be powerful predictors of whether a candidate is right for a particular position. However, these tests are only as good as the data they\u2019re based on. If you\u2019re interested in strengthening your hiring process, work with a partner that can help you implement data-backed testing and validation services that truly work.<\/p>\n\n\n\n