Why Pre-Employment Testing Matters More Than Ever

3-minute read

Written by Mark Fitzsimmons, President

I recently had coffee with the CEO of a company that outsources call centre operations. With over 4,000 agents based in developing countries, their teams provide technical and customer support for North American firms.

I wanted to understand how they evaluate job candidates pre-hire to ensure only the best are selected.

His answer? They don’t.

As unusual as this might sound, the CEO went on to explain that as an employer of choice, their retention rates are high, and when positions become available, they are flooded with applications.

Thanks to high applicant volume and low labor costs (compared to North America), they can afford to hire 50% more people than needed. Everyone receives the same onboarding and training. Then, over the first few weeks, performance is closely monitored. Top performers are kept, others are let go.

It’s a bold approach—but one that simply isn’t viable in North America.

Here, companies often face talent shortages, and the costs of onboarding, training, and turnover are high. Firing underperformers weeks into the job can also lead to legal complications, reputational risks, and cultural disruption.

So how can North American employers make better hiring decisions before candidates start the job?

The answer: evaluate behavioral job fit as part of the recruitment process.

What Is Behavioral Job Fit?

Behavioral job fit measures how well a candidate’s natural behaviors align with the expectations, culture, and demands of a specific role. Using research-based assessments—like the Work Personality Index—employers can objectively evaluate a candidate’s suitability before making a hiring decision.

Unlike resumes and interviews, which are subjective and backward-looking, behavioral assessments offer a forward-focused, data-driven view of how well someone is likely to perform, engage, and stay.

Six Reasons to Assess Behavioral Job Fit

1. Improves Job Performance
   Candidates whose natural traits match the job’s demands are more likely to perform well.
2. Boosts Engagement
   When employees feel comfortable in how they’re expected to behave at work (e.g., communication style, decision-making speed), they’re more motivated, satisfied, and engaged.
3. Reduces Turnover
   Poor behavioral fit is a major reason people leave jobs, often more so than a lack of technical skills. If a person feels out of place culturally or behaviorally, they’re unlikely to stay long-term.
4. Enhances Team Dynamics
   The right fit minimizes friction. For instance, placing a highly assertive person in a collaborative, consensus-driven team can cause unnecessary tension.
5. Accelerates Onboarding
   Employees who naturally align with role expectations adapt faster and require less management.
6. Strengthens Culture
   Hiring for behavioral fit ensures new team members align with your core values, helping maintain a cohesive and purpose-driven culture.

There are significant costs—financial and cultural—to hiring mistakes. Fortunately, you don’t need to over-hire just to “see who sticks.” With the right pre-employment assessment tools, you can build high-performing teams based on data, not guesswork.

Ready to take the guesswork out of hiring? Contact us to explore assessment options that best align with your team and roles.

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