Pre-Employment & Employee Profile Testing

Many organizations now rely on pre-employment tests, such as aptitude and personality tests, as the most effective method to measure ‘fit’, or match, for positions. These tests tell employers what they need to know, not just what applicants and employees want to share with them. When it comes to the hiring, assessing a candidate’s job fit is a bit like guessing what lies within the mysterious package covered by wrapping paper and ribbons. Unfortunately the element of surprise has no place in the screening and selection process.

​Understanding a person’s strengths and weaknesses they possess can make it easier for organizations to identify the areas to focus to create more effective leaders. An employee may need help with communication skills or assistance with effective management of employees — both of which can make them more efficient as a supervisor.

​Employment tests may look at who job candidates are, what they can do, or whether they can safely perform the physical tasks of the job. Ideally, these tests serve as tools for the hiring manager, and a way to avoid bias in hiring. Types of Employment Tests:

​Personality Tests

Personality tests assess the degree to which a person has certain traits or dispositions or predict the likelihood that a person will engage in certain conduct. Ideally, the objective is to determine if a candidate will be a good fit for the job and the company. Personality tests are usually written in such a way as to reveal any attempt at dishonesty. The goal of employment personality testing is to hire people who fit the profile of the ideal employee the organization is seeking.

Talent Assessment Tests

Talent assessments are utilized to help predict a new hire’s job performance and retainability. The focus is on potential skills and abilities, as distinct from either personality or developed skills revealed by an applicant’s work history. These types of tests help answer questions about whether the applicant will be successful if he or she is hired.

Cognitive Tests

Cognitive tests are used to measure a candidate’s reasoning, memory, perceptual speed and accuracy, and skills in arithmetic and reading comprehension, as well as knowledge of a particular function or job. Cognitive function is roughly what most people mean by “intelligence,” although true intelligence has many other aspects as well.

Emotional Intelligence Testing

Emotional intelligence (EI) is an individual’s ability to understand his or her own emotions and the emotions of others. Strong emotional intelligence is important for most jobs and critical for some since emotionally intelligent people have the ability to work well with colleagues, interact with the public, and handle disappointments and frustrations in a mature and professional way.

Pre-Employment Physical Exams

Employers may require a pre-employment physical examination to determine the suitability of an individual for a physically demanding or potentially dangerous job. Pre-employment physicals are used to determine whether an applicant has the physical ability and stamina required to do the job.

Physical Ability Tests

Physical ability tests measure the physical ability of an applicant to perform a particular task or the strength of specific muscle groups, as well as strength and stamina in general.

Drug Tests

There are several types of drug tests that candidates for employment may be asked to take. The types of drug tests which show the presence of drugs or alcohol include urine drug tests, hair-drug or -alcohol testing, saliva drug screen, and sweat drug screen. It is important to note that while most alcohol tests determine whether the subject is currently intoxicated, nothing equivalent exists for any drugs. Drug tests determine whether the subject has used certain chemicals any time in recent weeks or months.

​Here is a list of recommended assessment tests and why they are important:

 

SWOT Analysis

There are a million and one fairly useful assessments out there; however, we’ve have found that the fastest and easiest way to assess a client’s situation is via a personal SWOT. We begin with a specific SMART goal, then the client identifies their strengths, weaknesses, opportunities and threats affecting a successful outcome for that goal. We then perform a gap analysis to build an action plan.

​DISC

A behavior assessment tool based on the DISC theory of psychologist William Moulton Marston, which centers on four different behavioral traits: dominance, inducement, submission, and compliance in comparison with you tendencies and preferences. DISC products have come up as one of the most user friendly, valid and reliable, they have many formats that are compatible with each other (workplace, leadership, management, sales, comparisons, group reports), loads of free reports, and it’s fun to facilitate.

​EQ-i 2.0 Emotional Intelligence Assessment

Many leaders are generally great at what they do and quite successful in their careers. Many pursue coaching as a way to further improve their leadership abilities. This tool measures effectiveness in self-awareness, expression, interpersonal skills, decision making, and stress management, which are all necessary for healthy leaders. It is also available in a 360 which gives additional insights.

​”Three By Three” Assessments

​An assessment that asks a direct report boss, close friend or colleague to honestly list their top three strengths and their top three weakness of the person being evaluated. Many companies report a quicker response time and a bigger impact from the evaluatee, since they are hearing from those who know them and have their best interest at heart.

​360 Leadership Emotional Intelligence (LEQ)

360 LEQ provides both quantitative and qualitative feedback on leadership competencies and emotional intelligence. It measures the strategic and personal skills that lead to organizational success. Many organizations like using it because it gives equal weight to both character and competence.

​VIA Assessment

The VIA Character Strengths Assessment is great for millennial clients because it is quick, and fairly accurate. Often used it with the Strengthsfinder, especially when folks are struggling with what they are good at, and generally test these results through a qualitative 360 approach (i.e., asking your network if this sounds right for verification).

​Leadership Circle Profile

This is good for leaders in organizations, which is a 360 assessment that measures leadership competencies that are highly correlated with business outcomes. This assessment also covers the tendencies that can limit effectiveness. The LCP is a well-rounded tool for leaders who want to grow in their leadership position.

​Emergenetics

One of the easiest to understand on a personal level and from the view of a leader. It allows people to have a simple, yet thorough, view into how they are wired, how people experience them, what they bring to a team, and enhance their ability to communicate. It’s also a powerful tool for leaders to quickly identify the critical characteristics their team may be lacking.

​WorkPlace Big 5

While many personality tests rank a person on four dimensions, the WPB5 profile measures you on five super personality traits, and 23 sub-personality traits, or 28 traits total. A very powerful tool to help determine the right new direction for people in your organization.

​Energy Leadership Index Assessment

The Energy Leadership Index Assessment is an attitudinal assessment — it doesn’t label you. It helps you see and understand why you respond the way you do to events, which is based on your perception. You can learn to perceive events in different ways that enable you to respond in different, perhaps more desirable ways. This helps you respond in more emotionally intelligent and appropriate ways.

​TotalSDI

TotalSDI (Strengths Deployment Inventory) is a great one to not only assess strengths, but also see how your strengths manifest themselves depending on your motivation (people, process, performance, or a combination). It works well for both individuals and teams, addresses overdone strengths, and makes the point that a person can deploy any strength as long as it’s aligned with one of their motivations.

​NeuroColor

NeuroColor is the only tool that provides neuroscience-based personality assessments. This assessment is verified through biological science. It provides a dynamic 3D view of the individual. Each person is given a personality signature, offering individual results with no one getting lumped into types.

​Hogan Assessment Suite

Many coaching and training professionals believe this is one of the most insightful tests. It is also grounded in empirical data, so it is highly credible. It describes how we relate to others when we are at our best and captures key behavioral tendencies, including how we take in feedback, collaborate with, and lead others. This focus on interpersonal savvy is key to success.

​PXT Select

A highly validated and versatile assessment for better hiring, professional development, team, leadership and succession. It’s also cost effective from a training, certification and administrative perspective. It measures the whole person: thinking style, behavioral traits and interests. One assessment, five applications, 10 reports.

​Core Values Index

This assessment measures the innate, unchanging traits of an individual and how they process and relate to people, ideas, teaming, thinking, risk and everything they interrelate with. It goes deeper than strengths or weaknesses and directly speaks to fit. It’s a fabulous tool in self-awareness and in creating a top-performer profile.

​As you can see, there are many types of personality profiling assessments. Let Audax HR assist you with finding the right one for your organization and helping you with the process.

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