Employee assessments are an important part of the employment screening process. Yet many companies avoid employee assessments because they fear they are expensive and intrusive. The fact is, employee assessments don’t have to be expensive or intrusive–and neither do they have to be time consuming. In fact, employee assessments performed by a qualified third party can be so quick and easy that some employees may not even notice they’re being assessed! Most third-party employee screening and evaluation companies provide a free initial assessment to answer a few basic questions about the employee, such as their work history and responsibilities. These services may also offer more detailed tests, including psychological and behavioral assessments, personality tests, and drug and alcohol tests.
A key benefit of employee assessments is the increased efficiency and accuracy that come from getting potential employees off the street before they become a risk. The short answer is a resound, Yes! There are several kinds of pre-employment screening tools available, and employing the right blend of assessments greatly enhances the likelihood that you will make the best hiring decisions possible. This whitepaper explores the different types of employee assessments available and offers suggestions on how to select the one that’s right for you. Our focus is on behavioral and personality assessments.
Most employee assessments fall into one of three categories: cognitive ability, personality, or behavioral. Each type of behavioral assessment assesses applicants on a series of questions that cover such areas as: Motivation, personality, communication style, work ethics and values, work style, and other important personality characteristics. Cognitive ability tests, which may be pre-employment or post-offer, measure applicants’ cognitive skills and verbal and written intelligence.
The third category, behavioral assessments, is primarily designed to detect substance abuse or other criminal behavior. These are the most commonly employed in drug testing and in selecting high-risk employees. The tests involve investigating topics such as lying, truthfulness, impulsivity, and personality disorders. The fourth type of behavioral assessment measures personality traits (inclusive of the Big Five personality models) and basic aspects of personality. Employee assessments typically measure five personality facets: Dominance, Influence, Steadiness, and Conscientiousness.
It is important to note that employee assessments are not necessarily reflective of a candidate’s behavioral tendencies. While it is indeed common for behavioral profiles to be incorporated into employee evaluations, personality assessments are far more accurate. An employee assessment test is comprised of a series of logical questions designed to reveal specific personality traits and patterns that are conducive to the achievement of specific job tasks. Most psychologists and employers agree that personality and cognitive tests are the best tools for pre-employment and post-employment screening and assessment. In addition, standardized tests are easier to administer and interpret, leading to better results and a better understanding of job-related behaviors and characteristics that are conducive to success.
Employee assessments provide valuable information that can be used in the hiring process, providing the information needed to guide and direct organizational decision making. These tools also play an important role in maintaining high employee moral, as well as helping managers ensure that they are following a professional and ethical business practice. Finally, these assessments can help boost employee retention rates, as well as increase profitability through increased profits and lower cost of living. No matter the type of employee screening or assessment tool used, it is important to focus on building a culture of trust and integrity at all levels of an organization.