Integrity tests are used in all these cases to manage risk by determining who is more likely to engage in these behavior based on the applicants' responses and personality profiles. Background checks are often used by employers to reduce risk. However, they can be costly and only target those who have had a criminal record. Integrity tests can help to reduce risk for a variety of undesirable behaviors, which, although not as serious as felonies but are still unacceptable. Employers can save time, money, and minimize risk by using integrity tests in the early stages of hiring.
Pre-employment testing has seen a dramatic increase in popularity over the past few years. As applicant pool growth is increasing due to the ease of applying online for jobs, recruiters and hiring managers are increasingly relying on data-driven talent management techniques that simplify the hiring process. The American Management Association (AMA) has found that pre-employment testing is on the rise over the past 15 years. According to the AMA data:
Figure 3: According the American Management Association (AMA) surveys, 70% of employers conduct some type of job skill testing. 46% of employers perform personality or psychological tests on potential employees and applicants, while 41% of employers screen applicants for basic literacy and math skills.
They are not intended to be a guideline for job-related skills.
A safety assessment is another type of risk assessment. Safety assessments assess a candidate's attitude towards safety and their likelihood of engaging in risk-taking behavior. These assessments are useful for organizations to reduce the risk of accidents and save money. Safety assessments can also promote a strong safety culture, where employees contribute positively to a safe work environment.
One way to maximize the effectiveness and efficiency of pre-employment testing is to use multiple types of tests. It is common to test aptitude, personality, and skills, as well as personality. Employers can use more than one test to evaluate a candidate, which allows them to provide more objective and reliable data that will help streamline the hiring process.
Skills tests assess job-related skills. They can be broad like communication, math and verbal skills or more narrow like typing and computer skills. These skills are acquired skills candidates have gained through their education and careers. They do not reflect basic aptitude, but rather reflect the candidate's prior experience.