Sherrie Suski provides a closer look at candidate testing in the workplace.

1. 2019
Candidate Testing

2. pre-employment
aptitude test that
measures an
individual's
aptitude, or
ability to solve
problems, digest
and apply
information,
learn new skills,
and think
critically.
Tests can help
you make the
optimal hiring
decision. Each
test or profile
question has
been developed
to assess success
in that role.
Skill based
assessments are
designed to
measure the
knowledge,
skills, and
judgment
required for
competency in a
given domain
Integrity tests
are administered
to assess
whether the
honesty of the
potential
candidate is
acceptable in
respect to theft
and
counterproductiv
e work behavior.
Skills
based
IntegrityBehavioral Cognitive
Types of Candidate Testing

3. Skills based
The intent of skills-based hiring is for the applicant to demonstrate, independent of
an academic degree, that he or she has the skills required to be successful on the
job. It is also a mechanism by which employers may clearly and publicly advertise
the expectations for the job – for example indicating they are looking for a
particular set of skills at an appropriately communicated level of proficiency. The
result of matching the specific skill requirements of a particular job to with the
skills an individual has is both more efficient for the employer to identify qualified
candidates, as well as provides an alternative, more precise method for candidates
to communicate their knowledge, skills, abilities and behaviors to the employer .

4. Behavioral
The Predictive Index® (PI®), one example of a Behavioral Testing tool, is a
theory-based, self-report measurement of normal, adult, work-related personality
that was developed and validated for use within occupational and organizational
populations.
The PI is used for a variety of human resource management (HRM) purposes,
including employee selection, executive on-boarding, leadership development,
succession planning, performance coaching, team-building and organizational
culture change, among others. Using the PI to increase understanding of the
particular strengths and characteristics of staff members can also help increase
employee engagement and productivity and decrease staff turnover.

5. Cognitive
The PI Cognitive Assessment, one example of a Cognitive test, is a 12-minute test
with 50 questions. It is given to potential employees to assess the skills that
interviewers can’t gauge through the candidate’s resume or in person. When hiring
to fill a position, employers often assume that if the person has a degree in the
required area, he or she will suffice. However, the degree only shows that the
candidate has completed the curriculum, not how well they have performed while
doing it.
Hence, the Predictive Index Cognitive Assessment is supposed to find those who
have earned not only a diploma or a specialization in the respective courses, but
also have the desire and the capability to learn and grasp new things. It measures
the candidate’s capability under set time-constraints. It is one of the best
scientifically-approved management tests in measuring the learning capabilities of
job applicants. It predicts thinking capabilities, knowledge acquisition, and much
more.

6. Integirty
Employee integrity tests are meant to measure honesty, dependability and work
ethic. They take two forms: overt and covert. Overt integrity tests refer directly to
dishonest and counterproductive behaviors (theft, cyber-loafing, absenteeism etc.)
Covert testing is personality based. They assess integrity by proxy (e.g.
conscientiousness.)
There’s a large body of research with interesting results. Overt employee integrity
tests have been shown to be valid and somewhat better in predicting job
performance than personality tests or unstructured interviews. Covert integrity
intesting, on the other hand, can predict absenteeism better than overt tests.
There’s also evidence that employee integrity testing is generally less biased and
more cost-effective than other forms of assessment. And there’s positive feedback
from employers who state that integrity tests have reduced worker’s compensation
claims among new hires.

7. Skills based Testing- 52%
Behavioral Testing- 38%
Cognitive Testing- 18%
Integrity Testing- 10%
4
3
2
1
Percentage of Use