What Employers Should Know About Pre-Employment Testing
The decision to add a new employee to your organization has long-range financial implications.
Not only are you committing to increase your payroll, but your expenses in hiring exceed just the new salary.
Benefits, taxes, and training are among the biggest costs associated with a new hire.
A large portion of your investment in a new employee comes up front before that employee can begin to contribute to your bottom line.
Pre-employment testing is a good way to reduce these up front costs and hire an employee who can become an asset to your organization.
Pre-employment testing is best done by an outside employment firm.
While you concentrate on running your business, these firms administer skill and aptitude tests all day long.
They have access to the most accurate instruments, and they are adept at using them.
You want to find an employment firm you trust and let them do their job.
They will bring you the most qualified candidates you could possibly find.
Part of what makes pre-employment testing work is a clearly written job description.
The description for your job opening must be accurate.
If you require fast typing skills, those skills should make a difference in the performance of the job you are trying to fill.
It is nice to want a college graduate to join your team, but if you can't demonstrate how a college degree will help a candidate succeed in the job, you should drop that requirement.
Employment firms can bring you the exact candidate you describe.
What's important in the long run, though, is that someone with the qualifications you request can achieve success in the position you award them.
While pre-employment testing is important, it is not the whole picture.
Ultimately, deciding whom to hire is a subjective decision.
In addition to possessing the skills needed to do the job, the right candidate has to fit with the office culture.
Job skills won't tell the whole story.
After finding candidates who meet your skill requirements, give them a personal interview to learn about their personalities.
Chances are pretty good that the candidate you enjoy speaking with the most will be the right fit for your organization.
Be sure to include other people in the interview, so you have more input for this subjective decision.
Pre-employment testing is a great tool to help reduce some of the financial risk of hiring a new employee.
Testing is best left up to the professionals.
With a clearly worded job description, they should be able to identify to you potential candidates who possess the skills required to succeed in this new position.
Testing is not the only criteria for hiring, though.
A personal interview, including at least one other person from your organization, will help you determine which candidate is best for your organization.
Not only are you committing to increase your payroll, but your expenses in hiring exceed just the new salary.
Benefits, taxes, and training are among the biggest costs associated with a new hire.
A large portion of your investment in a new employee comes up front before that employee can begin to contribute to your bottom line.
Pre-employment testing is a good way to reduce these up front costs and hire an employee who can become an asset to your organization.
Pre-employment testing is best done by an outside employment firm.
While you concentrate on running your business, these firms administer skill and aptitude tests all day long.
They have access to the most accurate instruments, and they are adept at using them.
You want to find an employment firm you trust and let them do their job.
They will bring you the most qualified candidates you could possibly find.
Part of what makes pre-employment testing work is a clearly written job description.
The description for your job opening must be accurate.
If you require fast typing skills, those skills should make a difference in the performance of the job you are trying to fill.
It is nice to want a college graduate to join your team, but if you can't demonstrate how a college degree will help a candidate succeed in the job, you should drop that requirement.
Employment firms can bring you the exact candidate you describe.
What's important in the long run, though, is that someone with the qualifications you request can achieve success in the position you award them.
While pre-employment testing is important, it is not the whole picture.
Ultimately, deciding whom to hire is a subjective decision.
In addition to possessing the skills needed to do the job, the right candidate has to fit with the office culture.
Job skills won't tell the whole story.
After finding candidates who meet your skill requirements, give them a personal interview to learn about their personalities.
Chances are pretty good that the candidate you enjoy speaking with the most will be the right fit for your organization.
Be sure to include other people in the interview, so you have more input for this subjective decision.
Pre-employment testing is a great tool to help reduce some of the financial risk of hiring a new employee.
Testing is best left up to the professionals.
With a clearly worded job description, they should be able to identify to you potential candidates who possess the skills required to succeed in this new position.
Testing is not the only criteria for hiring, though.
A personal interview, including at least one other person from your organization, will help you determine which candidate is best for your organization.