This site provides information on personality testing and other practical considerations regarding pre-employment testing and selection programs. You will find them here and all are available online. Personality assessments are used for various purposes such as training and development, reducing employee turnover, leadership development, applicant screening, and also as a supplement to commercially provided background checks. Good pre-employment assessments are behaviorally based as opposed to the standard personality test or inventory which may only have face validity.
Behavioral assessments provide for a more predictable outcome when used for screening applicants.
Many times the behaviors can be confirmed through background screening reports or subsequent reference checks. Structured interviews or behavioral interviewing is a very subjective process. By using validated assessments, a company adds a much needed element of objectivity, especially regarding management evaluations. The Use of Pre-Employment Assessments Compliments the Interview Process Job fit is very important and many companies use behavioral interview questions to try to match the candidate with the job. You want to know that a management candidate has good communication and interpersonal skills, but you also want to know about his overall leadership abilities and management potential.