Pre-Employment Screening Test Best Practices

Pre-Employment Testing > Implementing Pre-Employment Screenings

In this series of posts, we have covered the ins and outs of pre-employment screenings, including the benefits they provide and why they should be used. But, how does a company implement them without getting themselves into hot water? In this article, we’re going to go into depth on some best practices for using these screenings tests so that you can get the most out of your candidates while mitigating liability. However, don’t forget to address your insurance needs with a Staffing Liability Insurance policy.

Selecting which tests to administer.

Test selection is the first and probably most important step in implementing a pre-employment testing program because it is critical that organizations use tests that measure job-related abilities and skills. The key to ensuring any selection procedure is valid and effective is the so-called rule of “job-relatedness,” and tests are no exception: pre-hire tests must measure skills, abilities, and traits that are relevant to the job in question. Inappropriate test selection will result in an ineffective selection methodology, and can also result in a testing program that is not legally compliant. This is why a common best practice in employment testing is to conduct a Job Requirements Analysis for a position before using tests to screen candidates, explains Criteria Corp. These tests should be created and implemented on a position-by-position basis to ensure accuracy.

Require the pre-employment tests to be completed early.

Filter out the candidate pool by ensuring whoever moves forward in the hiring process meets the basic requirements. By implementing this in the beginning, you can streamline the process. If you’re concerned about people not being genuine and taking the tests for themselves, you can offer another version of the same tests upon conducting the in-person interview. Staffers can ask for specific qualities their clients want to specially craft their screening tests.

Ensuring a positive candidate reception to tests.

A basic pre-employment screening test isn’t unusual, but how much testing is too much? Based on data gathered by Criteria Corp., anything over 40 minutes results in test fatigue and discouragement from the candidate. Ensure you allow plenty of time to complete the test without jamming too many questions in. Further, if you only run these tests in the beginning of the hiring process, the candidate is more likely to complete them and feel as though completed in fairness.

About World Wide

For the last 50 years, World Wide Specialty Programs has dedicated itself to providing the optimal products and solutions for the staffing industry. As the only insurance firm to be an ASA commercial liability partner, we are committed to that partnership and committed to using our knowledge of the industry to provide staffing firms with the best possible coverage. For more information about Staffing Professional Liability Insurance or any other coverage we have available to protect your staffing business, give us a call at (800) 245-9653 to speak with one of our representatives.

Leave a Reply

Your email address will not be published. Required fields are marked *

You may use these HTML tags and attributes: <a href="" title=""> <abbr title=""> <acronym title=""> <b> <blockquote cite=""> <cite> <code> <del datetime=""> <em> <i> <q cite=""> <s> <strike> <strong>

10 − three =