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Common mistakes in pre-employment testing

By Shawn Bakker

Using assessments to evaluate job candidates is very different from using assessments for developmental purposes. Avoiding the following common mistakes will help you get the greatest benefit from pre-employment testing.

Mistake 1 – Using the wrong assessments

There are assessments designed for selection, assessments designed for development, and some assessments that can be used in both arenas. When evaluating your assessment options, make sure the tool has been validated for selection.

Mistake 2 - Choosing an assessment before carefully analyzing the job

To choose an assessment that will be useful for evaluating candidates you need to know what is important to measure. If you are considering a pre-employment assessment, start by carefully analyzing the job. When you have determined what an employee needs in order to be successful you can then look for assessments that measure those needs.

Mistake 3 – Making hiring decisions based on what seems good, rather than what is needed.

There can be a significant difference between what you like and what is needed to do a job effectively. It is the later that you need to focus on if you are to use assessments effectively. While a sociable candidate might seem more attractive, he/she might struggle with a job that does not involve interpersonal contact. In a similar vein, someone with a high level of flexibility might sound great, but if their job involves a lot of standard procedures that must be followed he/she will be less effective.

Mistake 4 – Exclusively relying on assessments

Assessments can provide useful information about a job candidate’s skills and potential. However, they are only one source of information and should be used in conjunction with other evaluation techniques including interviews, reference checks, and work samples.

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