The role of testing of employees in the selection process
The interview process for employers and employees has become more complex than in recent years. Employers have the opportunity to use technology to screen candidates more quickly to discern which individuals not only have the skill set for the position but behavioral skills and potential risk concerns as well.
Marcus (2005) stated that due to the advancement in technology the availability of assessments has increased but with so many options available for employers it has complicated the selection process. When human resource departments venture out for vendors to use for their testing platforms they are met with a large amount of options that takes additional time stiff through to find the most reliable and custom fit for their particular organization. Every vendor that is available for organizations to use for their selection process might not have the tools in their program that could help each company.
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. T
he 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 doesn’t hire employees too fast and doesn’t put the company at risk hiring the wrong employees.