Research about Effectiveness of Pre-Employment Tests
Another important item to consider is pre-employment tests research.  Research on various prediction methods show pre-hire tests are the most effective method to accurately predict how an applicant may perform on-the-job, if hired.

In contrast, interviews typically are found to be a lousy method to predict an applicant’s job performance. Also, reference checks, unfortunately, are quite useless, because many companies refuse to reveal negative information about their former employees.

Why are Well-Researched Pre-Employment Tests So Accurate at Predicting Actual Job Performance?

Pre-employment tests that work well are created from years of doing In-depth research. The research is done to find out which test questions work best in the test, plus make sure the test is valid and reliable Only use tests created using intense research to establish the test is both Valid and Reliable.

Validity of A Test

Pre-Employment Test Validity means the test accurately or validly predicts or forecasts exactly what it is meant to predict. For example, if one scale or section of a personality test aims to predict if a job applicant is teamwork-oriented, then that test scale is valid if it accurately measures how much or how little an applicant likes teamwork.

Or, if a mental or cognitive aptitude test scale helps predict problem-solving ability, then that problem-solving ability scale must be a valid or accurate measure of an applicant correctly understanding and solving problems. If a dependability or work reliability test scale helps predict Theft/Stealing concerns, then it must be a valid or accurate prediction of an applicant possibly being a person who steals.

Reliability of Pre-Employment Tests Is Different Than Validity

Pre-employment Test Reliability means a test reliably or consistently measures what it is supposed to measure. It can be established through research in a couple ways. In general, reliability means a test reliably or consistently measures what it is supposed to measure.

For instance, if multiple questions predict Teamwork, then those Teamwork questions must overall measure Teamwork and not some other factor. Also, test-retest reliability means if a job applicant takes the pre-employment test one day and then takes the same test at a later date, the applicant’s scores should be the same at both times, at both the test and later retest. That is test-retest reliability

Beware: Some “Assessments” Are not Hiring Tests

Pre-employment assessments are specially researched and created specifically for testing job applicants. In contrast, some organizations mistakenly use “assessments” that are meant for training or teambuilding with current employees when they evaluate job applicants.

This is wrong to do for multiple reasons. For instance, such training or teambuilding “assessments” are not researched, designed, nor justifiable for testing job applicants. Plus, training or teambuilding “assessments” often do not “catch” liars. They do not have any built-in scientific method to discover if the person (a) lied or (b) gave answers to make themselves seem more wonderful than they really are!

In addition, if concerns are raised about a company using training or teambuilding “assessments” in its applicant screening and hiring process, the company may not be able to justify why it used an “assessment” meant for training or team-building to evaluate job applicants.

Summary:
Only use pre-employment tests researched and created to test job candidates, including research to establish the test is both valid + reliable.