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Pre-Employment Testing
Recruiting & Staffing
Pre-Employment Testing
Exchange ideas about sourcing, screening, interviewing, finding passive candidates, measuring your results, and more.
Does anyone have any suggestions for companies to use for Pre-Employment Testing that you have successfully used?
We are looking for a basic math/reading comprehension for our non-exempt and some t
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Forums » Topic Forums » Recruiting & Staffing » Pre-Employment Testing
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Pre-Employment Testing
posted at 4/23/2009 6:49 AM EDT
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Posts: 1
First: 4/23/2009 Last: 4/23/2009 |
Vangent (www.vangent-hcm.com)is also a founding member of ATP, and brought together Reid Psychological Systems (known for the Reid Report) and London House (known for the Personnel Selection Inventory (PSI)) offers over 200 normed and validated assessments for pre-employment testing for a variety of industries and positions. |
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Pre-Employment Testing
posted at 4/23/2009 7:02 AM EDT
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First: 4/23/2009 Last: 4/23/2009 |
Try Pearson's TalentLens solutions at www.TalentLens.com - we have many options that would suit you very well. Specifically, you could look at DAT subtests in your chosen competencies and Workplace Personality Inventory for exempts. |
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Pre-Employment Testing
posted at 4/23/2009 7:05 AM EDT
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First: 4/23/2009 Last: 4/23/2009 |
I would highly recommend The Achiever (http://www.employment-testing.com/Achiever.htm) It is in-depth, thorough, and covers mental aptitude, cognitive skills, and personality dimensions. |
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Pre-Employment Testing
posted at 4/23/2009 7:07 AM EDT
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Posts: 31
First: 10/28/2008 Last: 7/8/2011 |
Any tools out there that use open-source technology? We are contemplating the creation of our own assessment, but if I can find an open-source model it would save me (i.e. our developers) a lot of time.
Thoughts? |
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Pre-Employment Testing
posted at 4/23/2009 7:17 AM EDT
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First: 4/23/2009 Last: 4/13/2011 |
I have used Profiles International for many years with many clients to find the people for the right job with the right fit.
I would be pleased to forward some Profile XT assessment results for you, and provide you with more information. John at QCB - qcb@qcb.info |
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Pre-Employment Testing
posted at 4/23/2009 8:12 AM EDT
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First: 4/23/2009 Last: 4/23/2009 |
Want to kick it up a notch?
Assess the job, first. When you know the unique attributes of the job, you are better able to determine if the person you just assessed is actually a match to the job. If you want to increase your candidate selection success rate: 1. Measure the job for what it needs. 2. Measure the candidate for proximity to what the job needs. This process also works for development of current team members. BTW: In the interest of full disclosure, I am a provider. We use the assessments and systems of Target Training International.. A worldwide leader professional assessment tools. |
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Pre-Employment Testing
posted at 4/23/2009 8:57 AM EDT
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Posts: 2
First: 10/27/2005 Last: 4/23/2009 |
FYI, I am also a provider. I work for Valtera Corporation, which offers a wide range of pre-employment assessment solutions including cognitive tests, situational judgment inventories (SJIs), personality, work style and biodata measures, structured behavioral interviews, and interviewer training, as well as individual assessment and assessment center solutions (thought the latter are more commonly used for higher job levels than I believe you are considering.) We have off-the-shelf versions of many tests but often develop customized versions for clients.
I agree with Dr. Arnolds recommendations that selection of the final instruments should be based on job analysis and validation evidence. Our website (http://www.valtera.com/) includes some selection-related white papers and articles you may find helpful. |
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Pre-Employment Testing
posted at 4/23/2009 9:24 AM EDT
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First: 4/23/2009 Last: 4/23/2009 |
I've used the Wonderlic test for years and found it a very good indicator of ability. We used it to determine if prospective employees could perform in our basic skills development classes. On several occasions, based on personal interviews and work background, I thought the test was wrong and allowed an individual into the program although they scored below the recommended cutoff. It never missed. The student generally completed the training but it was a challenge in every case.
I don't recall the name of the test I administered, but it was a very short (12 minute) timed test. |
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Pre-Employment Testing
posted at 4/23/2009 10:10 AM EDT
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First: 4/23/2009 Last: 4/23/2009 |
given that this is an open forum, I suggest that everyone be curtious to ALL replies. 'HRBTH' is the reason our peers don't respect HR. Your attitude is disgraceful and extremely unprofessional. Please reconsider your career decisions. |
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Pre-Employment Testing
posted at 4/23/2009 10:14 AM EDT
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First: 4/23/2009 Last: 4/23/2009 |
We use two simple "exercises" in Word and Excel that we designed ourselves. "Exercise" as opposed to "test" seems to be acceptable according to our HR folks. To evaluate their writing and comprehension skills, we ask them to write a letter to the state insurance board to ask for help with an insurance company who will not pay their claim following a car accident. We use this scenario because it does not require any special knowledge of our particular workplace which is very specialized. The instructions are written and include directions to print and save their work. The Excel exercise also has written instructions and includes data which are relevant to the position they are applying for. But they do not need any experience in our specialized workplace to understand it. They are instructed to do basic Excel tasks including: copy and paste, format, simple formulas, rename worksheets, footers, print, save, etc. Both exercises are timed. We have avoided making a lot of hiring mistakes using these simple exercises. People often interview well who cannot really do the work. |
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