For more than 50 years, companies have been adopting pre-employment testing before an
individual is recruited in a company or an organization. These companies use tests such as
cognitive ability tests and assessment of skills to help them in retaining new hires. All the tests
which are employed in this process have their advantages but not all of them are perfect
(TIANYOU, 2014). Using pre-employment tests ultimately is able to add some objectivity to the
process of recruitment. However, it is important that one be skeptical about these tests because
they are designed and completed by people which qualifies them to be error-prone.
These tests have both negative and positive side. Some of the positive sides of these tests
are; the tests are more objective in comparison to other tests. These tests are the same for
everyone unlike the other forms of assessment which varies. These tests are time-saving as they
can be used to find out about someone within a short duration compared to interviews (Keller,
2015). These tests allow one to rely on quantifiable insight and they are strictly job-related. It,
therefore, implies that the tests are always relevant and on point.
There is also the negative side of these tests. The tests seldom give the whole picture of
an individual which may call for multiple tests. At times the tests can be discriminatory to some
personality traits (Samuel, 2018). These tests in most cases invite lies, for instance, it is very easy
to fake drug tests. The tests and their results are at times very ambiguous and they result in
longer time to fulfill (Conyers, 2018). These tests also assume that unique people are basically
made through molds. Pre-employment can help predict the quality of hire under conditions such
as when the tests are legal, when they are job – related and well – validated.
PRE – EMPLOYMENT TESTING 3
Conyers, L. M. (2018). A client-focused considering work model for people with emerging or
episodic illnesses. Journal of Vocational Rehabilitation, 48(3), 331-343.
Keller, J. R. (2015). The Best Way to Hire from Inside Your Company.
Samuel, R. (2018). An Introduction to Factorial Designs Using the Example of Hiring Decisions.
TIANYOU, M. (2014). Factors Affecting the Strategy and Practice of Human Resource
Management in China & Taiwan.