{"id":4745,"date":"2016-04-04T10:47:41","date_gmt":"2016-04-04T15:47:41","guid":{"rendered":"https:\/\/content.findlaw-admin.com\/ability-law\/smallbusiness\/employment-law-and-human-resources\/pre-employment-tests.html"},"modified":"2024-06-06T05:23:29","modified_gmt":"2024-06-06T10:23:29","slug":"pre-employment-tests","status":"publish","type":"page","link":"https:\/\/www.findlaw.com\/smallbusiness\/employment-law-and-human-resources\/pre-employment-tests.html","title":{"rendered":"Pre-Employment Tests"},"content":{"rendered":"\n
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Pre-Employment Tests<\/h1>\n
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\n By Aviana Cooper, Esq.<\/a> | Legally reviewed by Susan Buckner, J.D.<\/a>\n | Last updated\n
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Editorial Note: We earn a commission from affiliate partner links on FindLaw. Commissions do not affect the editorial integrity of our legal content.<\/p>\n\n <\/div>\n \n

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This article has been written and reviewed for legal accuracy, clarity, and style by FindLaw\u2019s team of legal writers and attorneys<\/a> and in accordance with our editorial standards<\/a>.<\/em><\/p>\n\n <\/div>\n <\/details>\n\n

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The last updated date refers to the last time this article was reviewed by FindLaw or one of our contributing authors<\/a>. We make every effort to keep our articles updated. For information regarding a specific legal issue affecting you, please contact an attorney in your area<\/a>.<\/em><\/p>\n\n <\/div>\n <\/details>\n<\/section>\n

Small business owners have challenges finding the most qualified workers<\/a> in today’s online hiring environment. Since most people fill out applications and leave resumes online, you must make hiring decisions without meeting potential new hires in person.<\/p>\r\n

Employers want the best candidates before they begin in-person interviews. How can you find out which candidates are the best fit for the job opening?<\/p>\r\n

Job descriptions<\/a> and online hiring boards only go so far. Screening job applicants to find qualified candidates is time-consuming. Small businesses can’t survive with high turnover rates among new employees. Most small companies also don’t have access to hiring managers or headhunting companies. The answer is pre-employment assessment testing.<\/p>\r\n

Types of Pre-Employment Testing<\/h2>\r\n

Most employers are familiar with post-offer employment testing, such as drug testing and background checks. The Equal Employment Opportunity Commission<\/a> (EEOC) sets guidelines for tests and questions you can ask during hiring.<\/p>\r\n

Most tests must wait until after a conditional offer of employment. Anti-discrimination laws<\/a> prohibit these types of tests before testing. You may not use the results to deny employment. Employers may not discriminate based on race, religion, gender, gender preference, national origin, or disability.<\/p>\r\n

As long as you keep these restrictions in mind, these tests are helpful for pre-screening applicants.<\/p>\r\n

Aptitude Tests<\/h3>\r\n

These are sometimes called cognitive ability tests. Aptitude tests test aspects of intelligence, although they are not "IQ tests." These tests examine problem-solving, verbal, mathematical, or decision-making skills. Aptitude tests correlate well with job performance and are good for choosing candidates based on ability.<\/p>\r\n

The downside of aptitude tests is they only test ability in isolation. These tests can’t assess an applicant’s other attributes, such as their personality or how they work with others.<\/p>\r\n

Job Skills Tests<\/h3>\r\n

Job skills tests, also called knowledge tests, can help when you must fill an open position in a demanding or niche area. A skills test analyzes what the applicant knows about the job and their skill level. A skills test is essential to hire someone immediately for a tech position or highly-skilled labor.<\/p>\r\n

There are two types of job skills tests.<\/p>\r\n