Pre Employment Test Myths

Three of the most common myths surrounding pre employment testing are:

1. "Tests are illegal and those who use them will get sued.”
2. "Pre employment tests cost too much.”
3. "Pre employment testing takes up too much time.”


Myth #1- "Tests are illegal and those who use them will get sued."

The Equal Employment Opportunity Commission (EEOC) justifies the use of tests and any other selection procedure as long as they are related to successful job performance. Tests are just another method of gathering employee information in order to make the most educated hiring decision.

If tests are developed and used properly, they can actually reduce the likelihood that you will get sued. Tests standardize the applicant data collection process; every applicant is asked the same questions, in the same format, reducing bias and stereotypes. Given that professionally developed and validated tests increase validity over that of the interview, you are likely to hire less problematic employees. By hiring less non-compliant employees reduces problems in the workplace that can lead to liability issues such as negligent hiring lawsuits.

Companies that hire the best employees are less likely to get sued over companies that hire problem employees; professionally developed, job-related tests can significantly increase the quality of your hires.

Myth #2- "Pre employment testing costs too much."

The costs associated with a bad hire that leads to turnover are significant. When you factor in additional recruitment costs, training costs, management costs, low productivity and poor morale, most HR professionals would agree that these costs would run at least twice that person’s yearly salary.

When you compare pre employment testing costs with the very significant costs associated with making a bad-hiring decision, it is obvious that the investment made in testing is relatively insignificant. Selective Hiring offers low cost solutions for any business type or size. With multiple payment options we can find a right fit for your organization.

Myth #3- "Pre employment testing takes up too much time."

The Selective Hiring assessment assortment is extremely flexible and efficient. You, the HR Professional, have the ultimate control over what the hiring process looks like. You can begin with a couple of pre-screen sections to weed out the applicants who are not qualified for the job, then follow up with a more in-depth approach by having your applicants take a industry or job specific test.

”Out of the Box” Assessments vs. Custom Assessments

Our “Out of the Box” assessments options are standalone tests pre-designed by our staff of Industrial Psychologists based on the basic job requirements of a typical job or industry (such as Sales, Retail, Teller, or any aspect of the Health Care Industry).

If you have a very specific job and we do not have a test created to encompass the requirements of the job, feel free to build a Custom Assessment, add or subtract sections as needed to better assess an applicant.