With a whole range of tests in the market purported to help you improve your talent acquisition, how do you decide which tests to use to fit your hiring needs?
This article aims to provide an overview of the different types of pre-employment tests and how they can be used in selecting the right talent. Note that there is no one right formula or combination of tests. The number and types of tests you will need depends on the kind of information you need to gather about the individual, and how in-depth you wish to go in understanding the candidate.
An overview of the range of pre-employment tests and their functions are shown below, arranged according to an ascending estimated load of time and labour commitment required from the organisation.
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About the Author
An Organisational Psychologist by training, Lim Ying Hong is currently part of the Product Innovation & Insights team at Institute for Human Resource Professionals (IHRP). Prior to joining IHRP, she worked in psychometric testing companies, where she managed and advised clients across Asia on the use of psychometric assessments for mass recruitment and leadership development. Her past work includes conducting validation studies for clients to define the assessments and scoring logic based on business metrics to improve the quality of candidate hires and reduce attrition, as well as developing assessment centre materials for regional graduate and managerial positions. Ying Hong holds a MSc in Occupational Psychology from Birkbeck College (University of London), where her dissertation was focused on the investigation of the cultural equivalence of a psychometric assessment in Asia, and a BSocSci.(Hons) in Psychology from the National University of Singapore.