PkMPLOYMN1 151lN6

CompeLlLlon among companles ls slgnlflcanLly lncreaslng

wlLh globallzaLlon so employers need Lo hlre Lhe besL
candldaLes posslble from Lhe avallable LalenL pool ?eL
[usL from a resume and a couple of lnLervlews lL ls noL
always posslble Lo know Lhe exLenL of a persons skllls
and wheLher or noL Lhe company culLure wlll be a good
flL CrganlzaLlons are Lherefore beneflLlng from pre
employmenL LesLlng whlch provldes more lndepLh
lnformaLlon abouL Lhe appllcanLs 1hese LesLs range
from slmple sklll measuremenL such as Lyplng and
vocabulary Lo psychlaLrlc personallLy assessmenL Lo
drug LesLs
keasons for 1est|ng
Companles wanL Lhe besL of Lhe besL LalenL
avallable Lo be ass successful as posslble
1haLs one of Lhe maln reasons for pre
employmenL screenlng lL even can help
separaLe ouL excellenL from hlghquallLy
employees ?eL Lhere are a number of oLher
reasons why organlzaLlons ofLen rely on Lhese
prehlrlng assessmenLs 1he employers are
proLecLlng Lhemselves from a wlde range of
posslble occurrences lf Lhey hlre Lhe wrong
lndlvlduals 1hese lnclude an employee
sLeallng harasslng or belng abuslve Lo oLhers
and drlnklng or Laklng drugs and causlng harm
Lo hlmself or a fellow worker unforLunaLely
some people lle on Lhelr resumes and have a
background of LhreaLenlng or even ln[urlng
oLhers 1hese LesLs may noL LoLally ellmlnaLe
Lhe posslblllLy of such Lhlngs happenlng buL
Lhey can greaLly reduce negaLlve lncldences by
checklng LhaL all necessary lnformaLlon ls
provlded and accuraLerr
antages]D|saantages

1esLlng helps organlzaLlons spoL appllcanLs
who wonL be LoLally commlLLed Lo fulfllllng
Lhelr responslblllLles canL produce hlgh
quallLy work due Lo lack of skllls or are unable
Lo perform Lo Lhe besL of Lhelr ablllLles
because of sLressful personal llves 1here are
always Lwo sldes of an lssue 1esLlng ls noL fall
safe Also lL does have some dlsadvanLages
such as creaLlng longer hlrlng Llmes and hlgher
lnLervlewlng cosLs 8esulLs can be lnaccuraLe lf
Lhe LesLs are admlnlsLered lmproperly or
based on lncorrecL lnformaLlon such as a
manager noL accuraLely descrlblng Lhe
necessary [ob requlremenLs Lmployers musL
carefully choose a sLaLlsLlcally valld LesL wlLh a
hlgh accuracy raLe 1hey also need Lo
deLermlne whlch characLerlsLlcs musL be
measured such as personallLy lnLelllgence
skllls lnLegrlLy and sales ablllLyrr




9ersona||ty ssessments

Companles use personallLy assessmenLs for a
varleLy of reasons 1hey wanL Lo know lf Lhe
employee wlll feel comforLable and perform
well ln Lhe company culLure 1he organlzaLlons
also wanL Lo deLermlne how a person wlll
handle cusLomers ln dlfferenL Lypes of
slLuaLlons WhaL ls hls or her paLlence level
for example? ersonallLy LesLlng also glves
lnslghLs lnLo leadershlp quallLles employee
reLenLlon and career growLh 1he behavlors
deLermlned ln Lhe preemploymenL LesLlng
can be conflrmed Lhrough background
screenlng reporLs or reference checksrr
Sk||| Lee|

A company wanLs Lo ensure LhaL Lhe chosen
candldaLe has Lhe necessary skllls Lo succeed
ln Lhe poslLlon lL ls lmporLanL Lo measure
whaL an employee Lhlnks he or she knows
compared Lo whaL ls acLually known Skllls
LesLlng measures Lhe appllcanLs ablllLy wlLh
baslc lnLermedlaLe or advanced levels ln a
speclflc requlremenL of Lhe [ob lor example
an accounLlng appllcanL may be glven a LesL on
accounLs recelvable accounLs payable or
advanced accounLlng sysLemsrr


ackgroun Lxam|nat|on

Lmployers may conducL background checks of
candldaLes especlally slnce so many people
do noL accuraLely reporL Lhe LruLh
CovernmenL resLrlcLlons dlcLaLe how Lhls can
be done lf a company wanLs Lo see an
appllcanLs credlL reporL lL musL geL Lhe
appllcanLs permlsslon lf Lhls reporL affecLs
Lhe flrms hlrlng declslon Lhe appllcanL musL
be glven a copy of Lhe reporL and Lhe
opporLunlLy for rebuLLal Pow much an
organlzaLlon can conslder a persons crlmlnal
hlsLory when hlrlng varles from one sLaLe Lo
Lhe nexL Lmployers can ask Lhe appllcanLs
abouL Lhelr ablllLy Lo handle cerLaln [ob
requlremenLs such as llfLlng 30 lbs buL
cannoL requesL Lhelr medlcal records An
employee can be requlred Lo have a full
medlcal examlnaLlon rovldlng mlllLary
servlce records normally requlres consenL buL
Lhe candldaLe can be asked abouL rank salary
responslblllLles awards and duLy sLaLus
LducaLlonal records are confldenLlal a school
wlll noL release Lhem wlLhouL Lhe sLudenLs
consenL Powever companles wlll check lf Lhe
degrees llsLed are accuraLerr



caem|c 1ests

ln addlLlon Lo wanLlng a hlgh school or college
degree many employers wlll check lf Lhe
lnLended new employee knows baslc spelllng
maLhemaLlcs and readlng comprehenslon 1he
candldaLe may be glven a mulLlplecholce
exam LhaL covers Lhese sub[ecLs uependlng
on Lhe [ob and lLs responslblllLles Lhe
emphasls wlll be placed on Lhe perLlnenL Loplc
lor example someone who ls helplng wrlLe
copy for Lhe company webslLe may need Lo
demonsLraLe wrlLlng ablllLyrr

Drug 1est|ng

Companles are lncreaslngly LesLlng Lhelr
employees for drug usage MosL flrms use Lhe
llveScreen (or nluA3 or SAMPSA3) LhaL
LesLs for flve Lypes of drugs cannablnolds
(marl[uana hashlsh) cocalne (lncludlng crack
and benzoylecognlne) oplaLes (heroln oplum
codelne morphlne) ampheLamlnes (lncludlng
meLhampheLamlnes and speed) and
phencyclldlne (C)rr