Proven Tips for Making the Most of Pre-Hire Assessments


Finding the right candidate is a challenging task. It is about more than who possesses the most oxidized academic record or those who could talk the most fluently during interviews. It is a question of finding someone with the right qualifications for the position and culture at the company. Generally, pre-employment tests will come in handy. These resources can also be fantastic in the candidate identification process, but this process can only be if they are used correctly. Let’s talk about some time-tested methods that would help us take the most from these tests and use the language correctly.

Know the Objective of Your Search

Firstly, you should have a clear vision of what qualities you seek in an individual you assess. Therefore, it isn’t about more than just the job’s technicality or experience. It is more than their experience; it is also about their character, how they work, and how they mesh with your existing team. Knowing your goal will help you find or design the assessment to make your data meaningful.

Choose the Right Assessments

There is a great variety of pre-hire tests out there, including psychometric testing, personality tests, cognitive ability tests, skill-based tests, and job simulations. Every type carries out a specific function. Say you are employed for a job responsible for solving problems, for which you can use a cognitive ability test. A personality test could be a brilliant part of the recruiting process for team roles. The corrective choice of the assessment, just as picking the right tool for a job, simplifies the task.

Employ Assessment for the Overall Picture

Pre-hire assessment should serve as the backbone of the hiring process and not as the only criterion. Look at them as one small part of a bigger picture. They may lead to informative results; however, they become most effective when used with resumes, interviews, and reference checks. This comprehensive nature will give you a clearer and more vivid picture of each candidate.

Be Mindful of Bias

It must be stressed that the assessment doesn’t leave biases either. To reduce this chance, search for scientifically verified evaluations that have been tested for fairness across different groups of individuals. In addition, apply your concepts to the outcomes as well. One is quick to read into the assessment outcome what he wants to see; therefore, an approach to the results with open-minded and critical thinking is required.

Offer Great Candidate Experience

The assessment steps are critical to the the candidate’s experience at your organization. Extensive, confusing or boring evaluations will likely annoy or uninvite them. To ensure expertise, keep the assessments short and to the point as needed. Moreover, explore the candidate’s time and effort. An evaluation that is too tedious and takes a lot of effort should be acknowledged, along with the values of the assessment. Such engagement and interest can be maintained.

Give Feedback

Candidates always value the opinion of the selection panel, even though they might not get the job in the end. Offering insights based on their obtained outcomes will be a good part of their professional training in addition to the obtained ones. This builds a good reputation for your company among candidates and helps create a workplace culture conducive to growth and learning.

A Strategy with Repetitive Evaluation

Like any other process or tool, pre-ire assessments must be reviewed and upgraded often. Consequently, it involves evaluating how accurately the assessments project the job performance and the success of the candidates within your business. Are they positively impacting your decision to select the right person? In such a case, you should review your strategy a bit.


Though pre-employment assessments can be useful in online recruiting, they still need a panacea. They perform best intelligently and deliberately, which should be a part of a more extensive strategy that considers the essay’s purpose, a mix of assessment types, and a candidate’s prior experience. With the help of these easy-to-follow strategies, you will be better prepared for the pre-interview assessments and be able to hire the right person for the position more efficiently and in less time. Remember that it is about hiring a person and constructing the team that will help move the company forward.


Because an employee has greater access to your resources, they are 15 times more likely than a non-employee to steal from you. This loss lessens your competitive edge; it also threatens to put you in the one-third of all business failures that happen due to employee theft.



Owners Jim & Leeanne Mills envisioned making business owners’ lives easier by taking Background Screening, Drug Screening, & Job Applicant Assessment burdens off their plates.

After 21 years of Naval service riding nuclear submarines, we traded in our Navy life and then we worked in the For-Profit Education Industry hiring employees, managers & professors. While hiring new employees our experience using the available Background Check Process proved to be a very time consuming, challenging, frustrating and difficult one.