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<\/span><\/span>Estimated reading time: <\/span>3<\/span> minutes<\/span><\/p>\n 82% of organizations require work samples or assessments as a part of the hiring process in accordance with the Society for Human Resource Management (SHRM). 78% of human resources professionals indicated that\u00a0assessments have improved their quality of hire<\/a>. So, it\u2019s common for pre-employment assessments to be a component of the hiring process.<\/p>\n Should you\u2019re using pre-employment assessments for hiring, it\u2019s necessary to make certain that you\u2019re using them properly. I used to be reminded of this recently in an article from The Wall Street Journal titled \u201cHow Flunking a Personality Test Can Cost You Your Dream Job<\/a>\u201d. The article talks about what a personality test might indicate a couple of candidate\u2019s \u201cfit\u201d for the job.\u00a0<\/p>\n When organizations make the choice to make use of a pre-employment assessment, they should discover the aim for doing so. For instance, a company might administer an assessment to candidates applying for an administrative position to see how proficient they’re in Microsoft Excel. Typically, the assessment is directly related to the job.\u00a0<\/p>\n Organizations can do personality assessments but again, they need to discover the goal for doing so. And give you the option to defend it should they be challenged on using a personality assessment. But we\u2019ll leave that discussion for our friendly legal counsel. There are three criteria that organizations should search for when considering a pre-employment assessment of any kind.<\/p>\n\n
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