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Pre-Employment Testing
Today there are millions of people entering the job force and it is the responsibility of human resource managers to decide which applicants will best fulfill the job at hand. These recruitment specialists have devised various techniques to separate the top candidates from the rest of the applicants. One method that has been developed is the scanning of resumes by computer for key worRAB. This shortens reading times and speeRAB up the hiring process as a whole. Another method developed to help speed up the hiring process is the development of pre employment tests. The primary objective of pre-employment testing is to help an employer determine whether or not a job candidate possesses both willingness and ability to perform the duties and responsibilities of the position to be filled.
In order to fulfill these principal objectives, Human Resource Managers need to decipher which test best suites their company's individual neeRAB. There is a various nuraber of tests on the market. It is important for recruitment specialist to know what kinRAB of information they need. Pre-employment testing can test any thing from skills to physical ability. The discipline of pre-employment testing is not a stand-alone function. However, A majority of companies feel that it is one of the three vital components in the hiring process. The other components are comprised of Screening and Interviewing. It is the employers responsibility to make the hiring decision as well as undertake the above components. It is the task of the person giving the pre-employment test to focus on evaluation, examination, validity, and reliability of information provided by the job candidate (Xukor, 1998).
Pre-employment testing has evolved to include many forms including drug and alcohol testing, disease testing, basic skills testing, physical ability testing, Psychological testing and lie detecting testing. Many corporations explain that pre-employment testing is an invaluable tool in potential employee screening and choosing, especially when the pool of applicants comes in mass nurabers for only a few positions. This may be true, but unless strong guidelines are set in place and enforced, many of these applicants will be unjustly counted out of contention just because it make it easier for the corporation.
The first form of pre-employment testing is called the Personality Plus System. It is designed to evaluate personnel for personality skills, traits, and types (Brandt). The are six different types of assessments done in this system. They consist of a Personality Profile, Sales Aptitude Test, Partner Profile, Employment Profile, Memory Retention, and an IQ Test. These tests are given to prospective candidates, the type depenRAB on what the employer is looking for in this application field. The most commonly used tests of this system are the Personality Profile and the Sales Aptitude test. The Personality Profile gives an overview of an applicants strengths and weaknesses. The Sales Aptitude Test assesses an individual's level of sales skills and Knowledge.
Another system widely used is the Profiles International System. This system was created to assist clients in the move from traditional hiring and training methoRAB to a new era of human resource development (Pantaleone). The objective of this system is to match people with the jobs in which their neeRAB, as well as the companies are met. The Profile International System offers ten different assessments. However, the most frequently used are the Prevue Assessment, Performance Indicator, and the Step One Survey. The Prevue Assessment gives and analysis of key personality characteristics that are related to the requirements of any particular job within an organization. The Performance Indicator measures five key personality factors and their impact on seven critically important aspects of being successful in business. The Step One Survey measures attitudes toward integrity, personal responsibility, and work ethic (Pantaleone).
Drug and Alcohol testing has become one of the most popular in the job screening process. This type of test also causes many unnecessary problems because of faulty testing. Potential employers may argue that they are simply protecting the organization from future problems in dealing with narcotics, but often these tests are incorrect or abused. Employers must recognize that the possibility of faulty results could serve to harm innocent employees with loss of job and damage to one's personal reputation (Desjardins and Duska 235). No form of testing is foolproof and there exist a variety of substances, which could potentially serve in a capacity to trigger inconsistent results from these tests. Another concern deal with what a company might find in the tests. What is to prevent companies from taking simple blood tests for drugs, and performing disease checks on them? This brings about the question of whether a company should be allowed to act in such a capacity.
Laws must also be in place to prevent companies from delving deeper than needed into drugs and disease testing. In one reported case, employers used standard drug testing with an potential employees knowledge to check for genetic factors (Coie 1). This means that employees are being fired, and potential applicants are not being hired based on whether or not their family has a history of potentially contracting a specific disease. Protection of the corporation's interest is understood, but this is a classic example of an institution stepping over the line and violating their employees right to privacy.
Today there are millions of people entering the job force and it is the responsibility of human resource managers to decide which applicants will best fulfill the job at hand. These recruitment specialists have devised various techniques to separate the top candidates from the rest of the applicants. One method that has been developed is the scanning of resumes by computer for key worRAB. This shortens reading times and speeRAB up the hiring process as a whole. Another method developed to help speed up the hiring process is the development of pre employment tests. The primary objective of pre-employment testing is to help an employer determine whether or not a job candidate possesses both willingness and ability to perform the duties and responsibilities of the position to be filled.
In order to fulfill these principal objectives, Human Resource Managers need to decipher which test best suites their company's individual neeRAB. There is a various nuraber of tests on the market. It is important for recruitment specialist to know what kinRAB of information they need. Pre-employment testing can test any thing from skills to physical ability. The discipline of pre-employment testing is not a stand-alone function. However, A majority of companies feel that it is one of the three vital components in the hiring process. The other components are comprised of Screening and Interviewing. It is the employers responsibility to make the hiring decision as well as undertake the above components. It is the task of the person giving the pre-employment test to focus on evaluation, examination, validity, and reliability of information provided by the job candidate (Xukor, 1998).
Pre-employment testing has evolved to include many forms including drug and alcohol testing, disease testing, basic skills testing, physical ability testing, Psychological testing and lie detecting testing. Many corporations explain that pre-employment testing is an invaluable tool in potential employee screening and choosing, especially when the pool of applicants comes in mass nurabers for only a few positions. This may be true, but unless strong guidelines are set in place and enforced, many of these applicants will be unjustly counted out of contention just because it make it easier for the corporation.
The first form of pre-employment testing is called the Personality Plus System. It is designed to evaluate personnel for personality skills, traits, and types (Brandt). The are six different types of assessments done in this system. They consist of a Personality Profile, Sales Aptitude Test, Partner Profile, Employment Profile, Memory Retention, and an IQ Test. These tests are given to prospective candidates, the type depenRAB on what the employer is looking for in this application field. The most commonly used tests of this system are the Personality Profile and the Sales Aptitude test. The Personality Profile gives an overview of an applicants strengths and weaknesses. The Sales Aptitude Test assesses an individual's level of sales skills and Knowledge.
Another system widely used is the Profiles International System. This system was created to assist clients in the move from traditional hiring and training methoRAB to a new era of human resource development (Pantaleone). The objective of this system is to match people with the jobs in which their neeRAB, as well as the companies are met. The Profile International System offers ten different assessments. However, the most frequently used are the Prevue Assessment, Performance Indicator, and the Step One Survey. The Prevue Assessment gives and analysis of key personality characteristics that are related to the requirements of any particular job within an organization. The Performance Indicator measures five key personality factors and their impact on seven critically important aspects of being successful in business. The Step One Survey measures attitudes toward integrity, personal responsibility, and work ethic (Pantaleone).
Drug and Alcohol testing has become one of the most popular in the job screening process. This type of test also causes many unnecessary problems because of faulty testing. Potential employers may argue that they are simply protecting the organization from future problems in dealing with narcotics, but often these tests are incorrect or abused. Employers must recognize that the possibility of faulty results could serve to harm innocent employees with loss of job and damage to one's personal reputation (Desjardins and Duska 235). No form of testing is foolproof and there exist a variety of substances, which could potentially serve in a capacity to trigger inconsistent results from these tests. Another concern deal with what a company might find in the tests. What is to prevent companies from taking simple blood tests for drugs, and performing disease checks on them? This brings about the question of whether a company should be allowed to act in such a capacity.
Laws must also be in place to prevent companies from delving deeper than needed into drugs and disease testing. In one reported case, employers used standard drug testing with an potential employees knowledge to check for genetic factors (Coie 1). This means that employees are being fired, and potential applicants are not being hired based on whether or not their family has a history of potentially contracting a specific disease. Protection of the corporation's interest is understood, but this is a classic example of an institution stepping over the line and violating their employees right to privacy.