Risk testing is essentially a way for organizations to reduce risk. Risk can take many forms. Different assessments measure different types. An organization's main benefit is to reduce the chance that employees might engage in unsafe or contraproductive work practices.
Skills tests measure job-related abilities. These can include communication skills, verbal, math, and communication skills. Or they can narrow down to typing and computer skills. These skills are the skills that candidates have learned through their education and professional careers.
Another type is safety assessments. Safety assessments evaluate a candidate’s attitude toward safety and whether they are likely to engage in risk-taking behaviour. These assessments can help organizations decrease the number of safety incidents and reduce the associated high costs. Safety assessments promote safety culture and encourage employees to contribute to a safe workplace.
In all cases, integrity tests act as a risk mitigation measure. Based on applicants' personality profiles and responses, they determine who is at greater risk of engaging in these types of behaviors. Background checks are an important part of the hiring process. But they can be costly, and only focus on those with criminal records. Integrity testing, on the other side, can reduce risk by identifying unproductive behaviors. While not necessarily as serious than felonies they are still undesirable. Employers can save money and reduce risk by using integrity checks early in the hiring process.
Criteria suggests that an emotional intelligence assessment be used in hiring for people who require a lot of interpersonal interaction. You can think of leadership or management roles, customer services or sales, as well as human resources.
The Integrity and Honesty test is one common type. These assessments are used to help employers manage risk. Integrity tests examine an applicant's tendency to follow rules and attitudes. These tests are useful in predicting behavior regarding a range of counterproductive work behaviours (CWBs), which employers seek to avoid. They can include tardiness, absenteism or theft, fraud, drug abuse, and safety violations. Most integrity tests are used for entry-level positions where overall reliability and rule-following are important. The most popular use of integrity tests is:
Emotional intelligence, as a construct, is less well-known than cognitive aptitude or personality. Research suggests that emotional intelligence can be considered an ability similar to cognitive abilities. EI can now be evaluated using an ability-based assessment. Emotify, for instance, is an ability-based assessment to assess emotional intelligence. It measures a person’s ability understand and accurately perceive emotions.