5 Types of Pre-Employment Tests & How Small Businesses can Use Them

Before an employee is hired, the recruiter might want them to go through some pre-employment testing. These pre employment assessment solutions will also prove beneficial for the employee as well, as they will know whether or not they are suitable for a particular kind of job. Depending on the results, both the employer and the employee will know whether or not this is what they need.

5 Types of Pre-Employment Tests & How Small Businesses can Use Them

Here are some popular types of pre-employment testing and how you might be able to use them.

  1. Employment Personality Test

This type of test, like the name suggests, will help determine the personal characteristics of the applicant – and whether or not their personality is convenient for the type of work is done at the company.

This test can be anything – from a short personality test to a long psychological exam. And they can measure a variety of personality dimensions – from extroversion and emotional stability to agreeableness, conscientiousness, and openness to experience.

Most of these tests are used by psychologists – particularly the long ones. However, there are also a few small tests that can also be used by non-psychologists. Since there is no right or wrong answer, one cannot prepare for this kind of test.

Personality tests are generally multiple-choice questions – one that would provide statements on how a candidate would react to a situation. For instance, when asked “In case of workplace conflict, I close off to people,” the candidate answer may range from strongly agree to strongly disagree.

  1. Employment Aptitude Test

This pre-employment assessment test will determine whether or not an applicant can successfully do the job they are applying for. They can be written or oral – and they can asses anything from the reasoning and numerical ability to the written and verbal aptitudes.

A person applying for a job can go for a general aptitude test (usually referred to as IQ test), or they may go for a test that focuses on a specific aptitude. The second is a great option if you need your employee to have certain aptitudes in particular.

  1. Skills Assessment Test

Many recruiters employ a skills assessment test to determine whether or not the applicant really has the skills they have outlined in their resume. These tests can vary a lot – from a simple typing test to a more complicated mechanical construction.

You may use this test to determine the technical or marketing skills of the applicant – and as the applicant, they will give you the idea of where you are standing.

Like the aptitude test, this one will also determine whether or not the applicant can do a good job – but unlike the aptitude test, this one focuses on the practical, more mechanical side. They are also shaped based on the job that they are applying for.

  1. Physical Test

Depending on the type of job that they are applying for, an applicant may need to fit certain physical standards. Some jobs may require you to have certain stamina, whereas others may need you to lift heavy objects. The test will determine whether or not the applicant can meet the demands and do the job successfully.

This test can also be used to determine whether or not an applicant can handle a potentially dangerous job. If the physical ability of the applicant is too low, the employee will not only prevent hazards at the job – but it might actually protect the life of the patient as well.

  1. Drug and Alcohol Test

Nowadays, candidates are often asked to also perform a drug test before applying for a job. It has become a standard – and about 90% of the companies are conducting an alcohol and drug test before even considering giving the job to a candidate.

As their name suggests, a drug test will determine whether or not a candidate has drugs in their system. Usually, they are used hand in hand with alcohol tests, to determine whether or not the applicant is under the influence.

Generally speaking, a drug and alcohol test is conducted after an offer has been extended to a candidate. The test is usually taken right away – and whether or not the candidate passes, it will be determined if they also get the job.

An applicant may be told beforehand of the drug test – or they may simply be put face to face with it. This test will determine the reliability of the candidate, and whether or not they pose as a risk.

Final Thoughts

Pre-employment tests are a great option for employers to test their candidates – but also for candidates to determine their place. Depending on the company, they may use one or more of these tests – depending on the demands of the job. The tests are not 100% determining whether or not the candidate will get the job – but they will sure help.  

About Ionut Lacatusu

Ionut Lacatusu is a writer and blogger.