Often times the employer will put the candidate through a series of interviews or at least one before presenting any test to the person applying for the position. Smith (2000) explained that these tests for potential employees are usually conducted as the last stage in the selection process to compare the candidates to each other.
In addition Smith (2000) stated these tests cannot be administered until a work profile is developed for each person detailing the position, the culture of the organization and the individuals the employee will be directly reporting to. Since there is an additional cost involved in providing assessments, employers have to use discretion when administering the assessments.
Smith (2000) thinks finding out if a future employee will be a good fit into the current culture of an organization is extremely important for the company and the employee. Another reason these tests prove to be so valuable is they show employers what potential dangers could be attached to a candidate based on their behavior, in spite of a good resume and a fantastic interview.
The employee could encounter conflict problems with the rest of the staff causing performance issues with the entire staff. It is important that the human resources department follows the steps in the interviewing process to assure the organization does not hire employees too fast and does not put the company at risk hiring the wrong employees.
The screening process is designed to filter through potential employees in hopes of finding a few to go further in the interviewing process, take the necessary assessments, and finally to hire the candidate(s) the organization is looking for.
There is no perfect way of hiring staff in any organization across any particular industry, but a company can definitely help chances in retention, costs of paying out unemployment, and some of the risks in hiring individuals that will cause harm to the company as a whole.
Agard (2003) contributed to this discussion even further by stating that many human resources managers rely on two screening methods which are an individual’s resume and the in-person interview.
Even though these two methods have been to be successful, he feels the best way to increase the chances of finding the right employee is to assess the applicant through the use of testing.
The employment testing software that a company uses will be tailored made for the needed skills of the particular position. Agard (2003) also pointed out the pre-employment testing software that HR managers should seek out will cover all windows operating systems, keyboard speed and accuracy, clerical processing and proofreading, common business financial tasks, and professional legal and medical terminology.
Not every candidate will exhibit all of the skills previously mentioned, but depending on the industry they should have at least some of the skills an employer is looking for.
There is also no perfect pre-employment testing software that organizations can use, each can serve its purpose but cannot guarantee to properly identify every potential employee that will not work out for the company.
Agard, A. (2003). Pre-employment skills testing: An important step in the hiring process. SuperVision, 64(6), 7-8. Retrieved from http://search.proquest.com/docview/195598243?accountid=32521
Cornell employee integrity testing study shows 846% ROI for employers, backs merchants pre-employment integrity test delivering big reductions in workers comp payouts. (2010, Mar 23). Business Wire. Retrieved from http://search.proquest.com/docview/443515948?accountid=32521
Dessler, G. (2011). A Framework for Human Resource Management (6th ed.). Upper Saddle River, NJ: Prentice Hall.
Marcus, M. (2005). Assessments can reduce failed hires - and technology is available to help. Canadian HR Reporter, 18(4), 14-14,17. Retrieved from http://search.proquest.com/docview/220783133?accountid=32521
Smith, D. (2000, Oct 27). Testing prospective employees. Computing Canada, 26, 30. Retrieved from http://search.proquest.com/docview/225021410?accountid=32521