9 Pre-Employment Tests to Hire Quality Talent

To make sure you’ve found someone who fits the bill, you may require a little extra verification by means of a pre-employment screening test.

When you pair these screenings with talent assessment software, you get a complete picture of the candidate. This helps you confirm their qualifications and catch any potential issues. Together, these tools ensure you hire the right people who not only have the necessary skills but also match your organization's values.

Types of pre-employment tests

There are many types of pre-employment tests that your company can choose from. Which one you decide to go with will depend on your company, the type of candidate you’re looking for, and the open job role you’re trying to fill.

1. Personality tests

Personality testing helps HR professionals, hiring managers, and recruiters understand whether a candidate will be comfortable in a specific role and what behavioral traits they possess.

Unlike other types of pre-employment assessments, personality assessments have no right or wrong answers. The test results evaluate candidates on their engagement level and whether they’d be a good long-term fit for the position.

The five types of personality tests include:

• Myers-Briggs
• Enneagram
• DiSC Behavioral Inventory
• Caliper Profile
• SHL Occupational Personality Questionnaire

2. Aptitude tests

A pre-employment aptitude test, otherwise known as a general intelligence test, measures criteria like critical thinking, attention to detail, and the ability to process, analyze, and use new data and information. This type of test is usually deemed necessary because it’s difficult to assess these abilities based on a resume or interview alone.

While they can be used in any context, they’re most common and especially useful for mid- and upper-level job roles. Candidates who do well on pre-employment aptitude tests are more likely to complete the training successfully, are better suited to adapt and evolve and learn new skills in a fast-changing work environment.

The most common types of aptitude tests include:

• Numerical reasoning: Questions based on statistics, figures, and charts.
• Verbal reasoning: Addresses verbal logic and capacity to understand information from passages of text.
• Diagrammatic reasoning: Measures logical reasoning under specific time conditions.
• Situational judgment: Assesses judgment in resolving work-based problems and scenarios.
• Inductive reasoning: Tests whether candidates can identify logic in patterns instead of words or numbers.

3. Integrity tests

Integrity tests, sometimes referred to as honesty tests, measure the reliability of the applicant and their tendency to be honest, reliable, and responsible. Questions on integrity tests usually steer towards ethical guidance to prove that you would match the company culture and show you work well with coworkers.

This type of test can identify behaviors like drug use, violence, theft, and negative attitudes toward colleagues and supervisors. Integrity tests are used in the workforce for all types of job roles but can be especially useful when hiring for positions involving money, personal safety, security, sensitive data, or trade secrets.

4. Skills tests

Skills assessments don’t focus on knowledge or personality traits, but instead measure actual skills, whether they be hard skills or soft skills.

Hard skills

There are many hard skills that you could test a candidate for. Which ones you choose will depend on the type of role or job opportunity. Some may be:

• Computer programming
• Copywriting
• Data analysis
• Search engine optimization (SEO)
• Graphic design

As an example, if your company was hiring for an Executive Assistant, you may test candidates on their typing ability, whether it be speed or accuracy. Other skills tests may be presentations, written assignments, or data-checking tests.

Soft skills

Examples of soft skills that a candidate could be tested for include:

• Collaboration
• Communication
• Empathy
• Problem-solving
• Leadership
• Motivation
• Organization

These are clearly less quantifiable but are just as important as hard skills that a candidate may possess. Depending on the job, you may require an emphasis on soft skills more than others, especially in people operation roles. For example, managers, directors, and executives are all expected to have a grasp on soft skills to lead their teams to success.

5. Emotional intelligence tests

Emotional intelligence is the ability to understand one's own emotions and those of others. It also refers to how well one can build relationships. These tests can be important for roles that require frequent interpersonal relationships and leadership building.

EI tests usually specialize in teamwork, adaptability, and empathy. These are crucial no matter the industry or workplace setting, as they can increase collaboration between employees and create a happier workplace environment for everyone.

6. Job knowledge tests

This type of pre-employment assessment will measure a candidate's technical or theoretical expertise in a particular field. A job knowledge test is most useful for a role that requires specialized knowledge or an especially high level of expertise.

The downside of these tests is they don’t account for or consider an applicant’s ability to learn. They could have limited knowledge of the job or role going into it but could be a fast learner and pick up skills quickly. It also doesn’t consider the gap between knowing something in theory and applying it in practice.

7. Cognitive ability tests

Cognitive ability tests measure intelligence. The most common types are IQ tests with others that can also gauge verbal ability, math skills, deductive reasoning, and spatial perception.

Source: Criteria

One of the most common cognitive ability tests is the General Aptitude Test (GAT), which specializes in a candidate’s ability to use logical, verbal, and numeric reasoning when approaching various tasks.

8. Physical ability tests

A physical ability test measures strength, endurance, stamina, and muscular movement. These tests are common for roles that require physical work, like a firefighter, truck driver, or police officer. This additional step in the hiring process can also reduce the chances of workplace accidents or injuries.

Physical tests can include:

• Balance test: Tasks that evaluate which stability of body position is difficult for a candidate to maintain.
• Flexibility test: Tasks that include bending or stretching of the body.
• Cardiovascular endurance test: Tasks that assess aerobic activity.
• Muscular tension test: Tasks that involve pushing, lifting, or pulling.

If administering a physical ability test, you must determine a standard that doesn't discriminate against certain groups or a particular gender.

9. Drug tests

Your company may require various drug tests to screen candidates before offering them a job. These tests can determine whether the candidate has used certain chemicals in recent weeks or months. The time it takes for drug test results to come back varies depending on the type of test and the lab processing them.

Common types of drug tests and expected result timeframes

• Urine tests: Results typically take 1 to 3 business days.
• Hair-drug tests: This can take 4 to 10 business days due to the more detailed analysis.
• Saliva drug screens: Usually processed within 1 to 3 business days.
• Sweat drug screens: These are less common, and results may take several days to a week.
• Alcohol tests: Results are often immediate or within a few hours.

Employers can choose to screen prospective or current employees for drug usage, but keep in mind that drug testing laws vary by state and can decide when and how screenings are conducted.

Is pre-employment testing legal?

The short answer is yes, pre-employment testing is legal as long as it is professionally developed and administered according to the test’s intended use.

This means that the test must be used to evaluate the potential employee’s knowledge of topics directly related to the job. For example, it would be legal to give a job candidate for an accounting role a math test. However, it could be viewed as discriminatory to give a candidate applying to be a housekeeper the same math test. This is because the math skills needed to be an accountant are very different from those needed to be a housekeeper.

So when you ask this question, it’s important to keep in mind that it’s not about whether the test is legal, it’s about the application of the test that could be deemed illegal.

Advantages of pre-employment testing

There are some clear reasons why your company may want to consider adding pre-employment screenings to the interview process before accepting a candidate.

• Saves time: Pre-employment assessments streamline the recruitment and hiring process, which means that valuable time is spent interviewing relevant candidates.
• High-quality candidates that better fit the role: Screening applicants means that your company can hire candidates better suited for both the job and the organization.
• Avoid low-quality hiring: When you’re able to accurately judge the candidate’s skill level using scientifically designed questions, you can minimize the likelihood of making a “bad hire”, which can cost your company thousands down the line.
• Remove hiring biases and warrant diversity: Whether we want to admit it or not, unconscious bias is an issue in recruitment. Pre-employment tests can eliminate this bias by narrowing down job candidates based on relevant factors, skills, and personality traits rather than their background, age, sex, or race since these are the same for everyone.
• Leverage data and analytics in the hiring process: This actionable and valuable analysis of candidates can help your company decide who is the best match for the job description.
• Decrease employee turnover: Employee turnover can be costly for many companies, and the best way to decrease it is to hire candidates who truly match the job's roles and the company's needs.

When discussing the benefits of pre-employment testing, we asked G2's Colin Madigan. Here's what he had to say.

“Studies have shown assessments are one of the strongest indicators of future success, and it establishes an objective part of the process."

Colin Madigan
Corporate Recruiter at G2

He continued, "It’s important that it is just one part of a candidate’s consideration. It’s also incredibly useful for high applicant or true entry-level roles where an additional filter is necessary.”

Disadvantages of pre-employment testing

There are some potential drawbacks that come with pre-employment testing that you should know about before the implementation process.

• Missing the whole picture: While each test will measure a handful of traits, they can also miss important details. For instance, just because a candidate answers that they’ve never used a specific software doesn’t mean they’re not a fast learner and won’t be able to pick it up quickly. A test alone won’t tell you everything you need to know about a candidate.
• Potential for lying: While some tests, like drug or physical ability tests, make it almost impossible for a candidate to lie, others may invite it. It’s not uncommon for a candidate to fake their answers on integrity or work ethics tests to seem like a better fit for the role or to present themselves in the best possible light.
• Deter certain candidates: You may find that certain applicants are put off by having to complete a pre-employment screening, especially if it’s a higher-level role or a highly desired candidate.
• Risk of discrimination: Even though these tests are designed to be objective, certain screenings, like cognitive ability, personality, and physical ability tests, have the potential to violate anti-discrimination laws. For example, in 2006, the Equal Employment Opportunity Commission (EEOC) won a lawsuit against a company that screened out female applicants through a ‘strength’ test.

We asked some HR professionals in the field about what they thought about pre-employment testing and some of their potential disadvantages. Senior People Manager at Uptake, Tyler Qahhaar, shared his thoughts.

“Pre-employment testing can sometimes lead to a disparate impact against already disadvantaged groups of people, like women and minorities."

Tyler Qahhaar
Senior People Manager at Uptake

He continued, "Plus, if you’re using the same benchmark for what a 'passing' mark is, then you’re likely losing out on the opportunity to hire for the diversity of thought, which can be just as powerful as the diversity of race, ethnicity, and age that we typically use to measure how diverse and inclusive a company is. We have the opportunity to be creative in evaluating someone’s fit into each of our organizations. Let’s not rely on a standardized test alone to predict future success.”

Talent assessment software

Talent assessment software objectively evaluates candidates to assist companies and HR departments in making hiring decisions. It can test candidates for personality, aptitude, and skills. This software can also offer soft skill assessments, like communication, organization, and problem-solving.

To qualify for inclusion in the talent assessment category, a product must:

• Provide tools that test candidates’ aptitude, personality, behavior, and skills
• Include reporting tools that sort, compare, and analyze candidate results
• Integrate with ATS solutions for easy results management

* Below are the top five leading talent assessment software solutions from G2’s Fall 2024 Grid® Report. Some reviews may be edited for clarity.

1. The Predictive Index

Companies that use The Predictive Index can easily align their talent strategy with their business strategy while achieving optimal results. No matter the industry, businesses can better understand what drives their employees while also ensuring that candidates will be a good fit for the job, allowing them to better predict on-the-job success.

What users like best:

“Discovering information about new hires is thrilling, and The Predictive Index assists in formulating concerns for the questionnaire in accordance with the particular job required. It offers a great resource to help our employees to organize, to prepare our supervisors, to improve efficiency and performance, and to recruit new staff. The Predictive Index helps to connect agencies and people to ensure the establishment of effective alliances. It is great for the recruiting, leadership of staff, talent management, evaluations, and training.”

- The Predictive Index Review, Taylah B.

What users dislike:

“The Predictive Index is so robust and could be difficult for one to learn to the level of being a PI Master without regular practice, however, the training received from PI was outstanding. The follow-up from PI staff post-training was just what we needed to firm up the process for us and get the ball rolling.”

- The Predictive Index Review, Jena G.

2. TestGorilla

TestGorilla simplifies pre-employment testing by allowing companies to easily integrate various assessments, such as cognitive and practical skills tests, into their hiring process. This flexibility has helped users reduce turnover rates, particularly in administrative roles. However, aligning job descriptions with suitable tests can be challenging, although the support team is responsive in providing assistance.

What users like best:

"I use the app to evaluate every candidate because it has an easy-to-navigate interface and offers a wide range of tests for both hard and soft skills. The tests are brief and efficient, accurately measuring the necessary skills. Plus, the interpretation of results is detailed and straightforward, making it easy to understand. I can also share the tests through different channels."

- TestGorilla Review, Derek G.

What users dislike:

"I wish there was a simpler way to use personality tests for our current employees. Right now, I have to create tests as if I'm hiring someone new. I find these tests really helpful as a leader because they give me insights into my team's preferred communication styles and help us understand each other better. To do this, I ended up making a fake job titled "Employee," but I wish there were options for different situations."

- TestGorilla Review, Shawna H.

3. Talent Science

Talent Science streamlines hiring by enabling employers to send relevant assessments directly to candidates, covering skills like customer service and time management. The platform integrates with existing job systems for efficient evaluation without extra administrative work. While users appreciate the straightforward implementation, some desire the ability to create personalized assessments to better meet their specific needs.

What users like best:

"I like that it includes assessments that can be done during the hiring process and uses the information for more than just screening. It helps with onboarding, development, and team building. It's also easy to implement and integrates well with our ATS. The Infor team is very responsive, and the dashboard is user-friendly, offering various views and options."

- Talent Science Review, Denise D.

What users dislike:

"Licensing can be a bit confusing. It requires a solid understanding of how to install it on a server."

- Talent Science Review, Pradeep B.

4. Criteria

Criteria offers a range of pre-employment assessments that expedite the interview process by evaluating cognitive skills, personality traits, and job-specific competencies. Users report decreased turnover due to improved candidate matching, but some find the assessments mentally demanding. Enhanced support from Criteria is beneficial for ensuring teams understand and effectively apply assessment results.

What users like:

"I love that I can customize jobs with different types of tests, à la carte. The platform is very user-friendly, and if I ever run into trouble, there are plenty of helpful resources for training and guidance. Notifications about completed assessments come through quickly and are very accommodating. I use Criteria Corp to assist with our franchise owner recruitment, so I appreciate that it’s not just focused on employee recruitment. Our customer account specialist is extremely responsive and friendly, and overall, we are very impressed with Criteria!"

- Criteria Review, Elizabeth W.

What users dislike:

“What I find least helpful about Criteria is that I've noticed a trend of low scores in the WPP for foreign candidates. This makes me think there might be a cultural gap in how the questions are asked or answered, which could lead to confusion and result in lower scores than expected. This makes it harder to use the tool because a candidate might seem like a good fit for the company, but the low WPP score can complicate the hiring process."

- Criteria Review, Terrell G.

5. Crystal

Crystal allows employers to create customized assessments tailored to the specific skills required for different roles. Its focus on job-specific evaluations helps accurately assess candidates’ capabilities. While users appreciate the streamlined selection process, some wish for more pre-made assessments that effectively reflect various job title requirements.

What users like:

"It has provided me with invaluable insights into the people I’m trying to connect with to build my business. It has helped me develop clear, structured, and relevant communication for prospects. I'm already seeing better results compared to my previous "winging it" approach. It was easy to integrate with my LinkedIn profile, and the interface is really attractive."

- Crystal Review, Katherine S.

What users dislike:

"I can imagine situations where someone didn't put enough thought and effort into building their profile, like on LinkedIn. In these cases, the profile assessments may not accurately reflect the person's true traits."

- Crystal Review, Klaus S.

Testing, testing, 1-2-3

When your company uses a well-designed pre-employment test, you’ll be able to add objectivity to the interviewing process, which results in better hiring decisions. Just remember to keep an open mind and to use the results as guidance. No test should be the ultimate decision-making factor for who your company should hire, but merely steer you in the right direction of who would be the best fit.

Explore tips about employee onboarding and how to prepare for a new member of your team.

This article was originally published in 2020. It has been updated with new information.