Pre-employment testing can be an effective tool in the selection of qualified ca
ID: 347732 • Letter: P
Question
Pre-employment testing can be an effective tool in the selection of qualified candidates. Testing can include, but is not limited to the following areas: personality, talent assessment, job task proficiency and productivity, physical ability, drug testing, lie-detector analysis, background checks, cognitive assessment, emotional intelligence, credit checks, computer literacy, basic skills, and English proficiency. Select three types of pre-employment testing and discuss the purpose, effectiveness in the selection process, legal parameters for use of the testing, costs associated with administration of the testing, and recommendation for the use of the testing.
The format for this DQ is as follows for the three selected pre-employment testing and please use the below section titling so that we can understand your stance as ALL areas must be addressed for each test:
1. Test (Name)
Purpose:
Effectiveness in the selection process:
Legal parameters for use of the testing:
Costs associated with administration of the testing:
Recommendation for the use of the testing:
2. Test (Name)
Purpose:
Effectiveness in the selection process:
Legal parameters for use of the testing:
Costs associated with administration of the testing:
Recommendation for the use of the testing:
3. Test (Name)
Purpose:
Effectiveness in the selection process:
Legal parameters for use of the testing:
Costs associated with administration of the testing:
Recommendation for the use of the testing:
Explanation / Answer
Develop accurate job descriptions. Your first step is to make sure you have an effective job description for each position in your company. Your job descriptions should reflect careful thought as to the roles the individual will fill, the skill sets they'll need, the personality attributes that are important to completing their tasks, and any relevant experience that would differentiate one applicant from another. This may sound fairly basic, but you'd be surprised at how many small companies fail to develop or maintain updated job descriptions
Draft the ad, describing the position and the key qualifications required. Although some applicants will ignore these requirements and respond regardless, including this information will help you limit the number of unqualified applicants.
Post the ad in the mediums most likely to reach your potential job candidates. Of course, the Internet has become the leading venue for posting job openings, but don't overlook targeted industry publications and local newspapers.
Develop a series of phone-screening questions.Compile a list of suitable questions you can ask over the phone to help you quickly identify qualified candidates and eliminate everyone else.Select the candidate. Make your selection by matching the best applicant to the profiled job description.
Run a background check on the individual to uncover any potential problems not revealed by previous testing and interviews.
. Make your offer to the candidate. The information you collected during the interview process will provide you with important insights as to starting compensation levels and training needs.
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