Employment Testing Blog

Pre-employment Testing and Job Descriptions: Do they match?

  

  

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As the jobs in your organization evolve, are you changing the pre-employment testing to match the new job descriptions?  You do have job descriptions, right?

Some of your positions might now require a slightly (or vastly) differently skill set.  For example, in the past, your accounting staff needed to know complex formulas and advanced accounting principles.  Now, is it enough to just give them a Microsoft Excel test and a basic math test, and then let the accounting system do the rest?

Or perhaps you have warehouse or industrial staff.  Five years ago, maybe it didn't matter if they knew the difference between a computer and a forklift.  But now, they must use your new order entry system and must have a minimum level of computer skills.   If it wasn't in the past, is it now acceptable to use a basic computer skills test?  Maybe so.   

Some positions may not require skills or aptitude testing at all.  But a Personality Profile might be in order in that situation.

The point is to match the pre-employment tests to the job description. And make sure you're matching the written description to the description as it's perceived by the employee as well as your boss.    Taking those steps can prevent headaches down the road.