Pre-Hire Assessments: What Do They Assess?

Jeannine Guerci
October 28, 2008 — 2,432 views  
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What Are Pre-Hire Assessments? Pre-hire assessments are, often, equated with risk management programs. This is because poor, timeworn hiring practices can cripple even the best organizations.

A good hiring process can bring several key benefits. This includes engineering effective individual and collective performance to establish an organization's competitive advantage. The economic downside to bad hiring is that it could lose millions of dollars for an organization due to wasted effort, low productivity and excess administrative costs.

Take the real life example of most Asian call centers that are known to conduct pre-hire assessments on a large scale. Certain call center companies test for abilities such as language proficiency, multitasking and responsiveness. The ability to handle stress is also checked. Random hiring practices are also prevalent as there are several companies that hire job seekers based on handwriting analysis too.

No wonder, the renowned management consultant, Peter Drucker, emphasized identifying the strengths and values of an organization's human resources. Drucker's finding is that this approach is what optimizes performance and plays a critical role to the attainment of success in the knowledge economy.

To build a high-performing pool of new employees, pre-hire assessments or values assessments are influenced by several factors. This includes factors such as the purpose of hiring or assessing for a specific post. It also includes the priority test, which is a test to assess the primary skills necessary to perform the specific tasks that go with the job.

What Do Pre-Hire Assessments Assess? Different companies conduct different types of pre-hire assessments or tests to find the traits they desire most in a candidate.

Here are some of the skills and values that are most commonly looked for:

Cognition  Clarity of concepts  Understanding complexities  Approach towards problems  Ability to make decisions  Level of reasoning and its application  Openness to learn  Ability to train

According to the 2006 IDC's Manager Hiring Survey, nearly 82% of the companies considered smart technology understanding as a critical competency in hiring skilled people.

Behavior  Self-confidence  Discipline  Personal responsibility  Ambition  Leadership and taking initiative  Tolerance  Power to motivate  Emotional intelligence

Behavioral traits define the personality of a prospective job seeker. These traits have a direct impact on the work quality of every employee and on the customer value chain itself. So these traits are vital to ensure organizational efficiency and success.

Values  Integrity  Sensitivity  Patience (listening skills)  Flexibility  Adaptability  Reliability

Values assessments are essential to ensure that the employees continue to build high performance initiatives and maintain the company's reputation.

Your Ultimate Success offers highly customized coaching programs to corporate organizations and business enterprises. YUS evolves the right combination of strategies to hire valuable job seekers with the right set of technical capabilities and competencies to fortify an organization's sustainable competitive advantage.

Resource Box: YUS is the market leader in implementing behavioral assessments. You can trust YUS in carrying out behavioral assessments interviews successfully and helping you find best suitable employees. Your Ultimate Success (YUS) is one of the most reliable sources for the best and most versatile corporate coaching services.

About the Author

Pre-hire assessments are a combination of skill and values assessments, with the aim of selecting the best candidate. Intellect and personality traits of the prospects are also a part of the hiring process.

Jeannine Guerci