11 types of pre-employment assessment tests

16 of May, 2022

Job interviews are not the most accurate way to predict whether a candidate will be able to perform in a particular position. This is why modern companies require pre-employment screenings and assessment tests in addition to the traditional methods.

The costs of recruiting new employees will be higher but will allow you to find the right candidate.

Depending on the profile you are looking, there are different types of pre-employment testing that you can use in a selection process.

What are the most common pre-employment test examples?

Background checks

This is probably the most common type of pre employment testing.

Checking a candidate’s background may include verifying their education, employment history, criminal record, etc. Still, bear in mind that you must always inform the candidate that you are conducting such a test.

Knowledge job test

This job test evaluates the candidate’s theoretical knowledge of a specific field.

These tests are therefore common practice for positions that require a high level of expertise.

However, you should base your judgement not only in this job aptitude test, but also on the candidate’s willingness and ability to learn.

Pre employment skill testing

Skill tests don’t focus on theoretical knowledge but on actual, practical skills, which can be hard or soft skills.

These tests may consist of data checking tests, writing assignments, or other various practical tests.

Work sample tests

A work sample test is a variation of skill tests.

The candidate is asked to perform tasks that are similar to those they will have to complete in the actual job.

This is a good indicator of whether the candidate possesses the required skills and can easily adapt to a new situation.

Cognitive ability tests

There is a strong link between general mental ability and job performance.

This is why a pre employment cognitive test can predict how a candidate will perform on the job better than a traditional interview.

Personality Tests

Recruiters often look for candidates with specific personality traits, depending on the type of position to fill.

It is common to analyze the “big 5” personality traits: extraversion, agreeableness, conscientiousness, openness to experience, and neuroticism.

Integrity tests

The purpose of integrity tests is for companies to avoid hiring dishonest or unreliable people.

This kind of test can take the form of a few questions regarding the candidate’s ethics during an interview. It can also be included in a wider personality test.

Emotional intelligence tests

Emotional intelligence is the ability to understand other people’s emotions and your own, and is thus essential to build and maintain healthy relationships.

It is therefore an essential quality for jobs that require frequent contact with others or leadership skills.

Language tests

If the position requires the knowledge of a particular language, it is not rare for candidates to have to prove their level of proficiency.

The test can check vocabulary and grammar knowledge, comprehension ability, as well as oral and written communication skills.

Physical ability tests

These tests are relevant for professions that require a certain level of physical fitness.

They measure strength and stamina to verify that the candidate is fit enough for the job, which not only helps finding the right hire, but also reduces the risk of workplace accidents.

Drug tests

Companies may choose to contract the services of a laboratory to test candidates for illegal substance use. The drugs that the applicant is tested for depend on the local legal framework.

Have you tried Sesame’s HR tools? They enable you to easily check the candidates’ test results and keep track of your selection processes!