Congratulations on your growing business! Your company is off the ground and running, and you find that you need to hire employees from the labor market to meet demand. This is an exciting time for your business, but it is also a time to proceed with caution and care. Perhaps you’ve heard parents warn their children about “stranger danger.” Well, this warning can apply to businesses, too. In fact, the United States Department of Labor revealed that a bad hire can cost a business 30% of that employee’s first-year earnings. This number can go much higher if a disgruntled employee decides to litigate.
A study by Career Builder shows that more than half of the businesses in the world’s ten largest economies reported being affected by hiring mistakes. Other sources estimate U.S. companies lose about $18 billion annually on poor hiring decisions. Given the potential damage hiring mistakes can have on an organization, it is essential that employers take steps to protect themselves.
So how can you lower the risk of a bad hire? The answer is simple and affordable: pre-employment assessments.
What is Pre-Employment Screening?
Employers and HR managers often ask me “what is pre-employment screening?” Pre-employment screening refers to the process of investigating a potential employee’s background, including their qualifications, experience, criminal record, and other relevant information before offering them a job. By taking this preventive step, organizations can avoid costly hiring mistakes and ensure they bring on board individuals who are not only capable but also a good cultural fit.
Effective pre-employment screening often includes several elements such as:
- Background checks: Verify a candidate’s employment history, education, and criminal record.
- Drug testing: Identify potential substance abuse issues that could impact workplace safety.
- Personality and skills assessments: Evaluate cognitive abilities, technical skills, and personality traits to match candidates to the right roles.
Now that we’ve answered the question what is pre-employment screening, let’s explore how it can benefit your organization.
Benefits of Pre-Employment Screening Practices for Organizations
There are several ways in which pre-employment screening is beneficial across different industries. The following list highlights why incorporating these practices into your hiring process is a smart move:
Increased Productivity and Decreased Turnover:
- Pre-employment background checks allow you to filter out unqualified or high-risk candidates and better match qualified workers with positions suited to their skills.
- This will boost productivity while minimizing workplace friction, leading to lower turnover rates.
- Reduced turnover saves time, money, and energy on rehiring and retraining, which can break the cycle of constant staffing issues.
Greater Compliance with Regulations:
- Many industries are subject to stringent local, state, and federal regulations.
- Conducting thorough background checks helps ensure compliance with these standards while maintaining your organization’s adherence to industry guidelines.
Decreased Risk of Negligent Hiring and Increased Workplace Safety:
- Substance abuse screening can prevent productivity and safety issues linked to drug or alcohol abuse in the workplace.
- Avoid negligent hiring by ensuring that your candidates don’t have criminal histories or other red flags that could expose your company to internal or external risks.
- Negligent hiring lawsuits can lead to significant financial losses, including fines and damages that may be devastating to your business.
How Pre-Employment Assessments Can Enhance Hiring Decisions
In addition to background checks, there are various pre-employment testing options that can be valuable for ensuring a successful hire. These tools can help you identify candidates who are best suited to thrive in your organization:
The Achiever:
- This assessment measures a candidate’s cognitive aptitudes across six domains and evaluates ten different personality traits related to the job.
- By understanding a candidate’s strengths, weaknesses, and overall fit for the role, you can make more informed hiring decisions
The Judgment Index™:
- Offered by only a few highly trained consultants in the country, this assessment is useful for both pre-employment screening and identifying developmental needs of current employees.
- Based on the science of value (axiology), it assesses an individual’s judgment capabilities, which are essential for making sound decisions in the workplace.
How to Determine Which Type of Pre-Employment Assessment Is Best for Your Organization
To determine the best pre-employment assessment for your organization, start by identifying the key requirements of the role, such as technical skills, cognitive abilities, or personality traits. Consider your organization’s culture and any specific challenges, like high turnover or poor performance, to choose assessments that address those pain points. Cognitive aptitude tests are ideal for problem-solving roles, while personality assessments can help evaluate traits like leadership or teamwork. For technical positions, skills-based tests may be more appropriate. Using a combination of assessments can provide a more comprehensive view of candidates. Additionally, ensure the assessment complies with legal standards and track the effectiveness of your hiring decisions over time to refine your process.
By aligning assessments with job needs and organizational goals, you can improve hiring decisions and reduce the risks of poor hires.
Conclusion
Investing in pre-employment screening practices can save your organization from costly hiring mistakes, improve productivity, and enhance workplace safety. By incorporating background checks, drug testing, and valuable assessments like The Achiever and The Judgment Index™, you can ensure that you are hiring candidates who will contribute positively to your company.
If you’re ready to take your hiring process to the next level, contact Greg L. Thomas today. Greg has provided hundreds of Achiever Assessments and is one of the few certified facilitators of The Judgment Index™ in the country. He can help your organization make smarter, safer hiring decisions.
Frequently Asked Questions (FAQs)
1. What is pre-employment screening?
Pre-employment screening is a process used by employers to verify the background, qualifications, and character of potential hires before offering them a job. It typically involves checking employment history, educational background, criminal records, and performing drug tests or skills assessments.
2. Why is pre-employment screening important?
Pre-employment screening helps organizations avoid bad hires, which can lead to costly mistakes, decreased productivity, and even legal liabilities. It ensures that candidates meet the required standards and that they are a good fit for the organization.
3. How can pre-employment screening reduce employee turnover?
By thoroughly screening candidates before hiring, employers can better match the right people to the right roles. This leads to increased job satisfaction, improved productivity, and lower turnover rates, as the new hires are more likely to stay long-term.
4. How does The Judgment Index™ differ from other assessments?
The Judgment Index™ is based on the science of value (axiology) and is designed to assess an individual’s judgment and decision-making skills. Unlike traditional tests that focus on cognitive or technical skills, this assessment evaluates how well a person’s values align with sound decision-making, which can be critical for success in many roles.
5. What is The Achiever pre-employment assessment?
The Achiever is a comprehensive assessment used during the hiring process to evaluate a candidate’s cognitive aptitudes, personality traits, and job-related skills. It helps employers ensure that potential hires are well-suited for the position they are applying for.
6. What does The Achiever assessment measure?
The Achiever measures six cognitive aptitudes (such as numerical and verbal reasoning) and ten personality traits (such as self-confidence, motivation, and emotional maturity). These metrics help employers match candidates to the roles where they are most likely to succeed.
7. How is The Achiever different from other pre-employment assessments?
The Achiever is unique in its dual approach, combining both cognitive ability testing and personality profiling. This provides a well-rounded view of the candidate’s potential, allowing for a more precise match between the individual and the job.
8. What are the six cognitive aptitudes measured by The Achiever?
The six cognitive aptitudes assessed by The Achiever are:
- Verbal reasoning
- Numerical reasoning
- Abstract reasoning
- Mechanical reasoning
- Spelling
- Language skills
These aptitudes give insight into how candidates process information and solve problems.
9. What are the ten personality traits assessed by The Achiever?
The ten personality traits assessed include:
- Self-confidence
- Emotional maturity
- Assertiveness
- Competitiveness
- Motivation
- Mental toughness
- Work habits
- Extroversion/introversion
- Communication style
- Leadership potential
These traits help gauge how a candidate will fit into the company’s culture and work environment.
10. How long does it take to complete The Achiever assessment?
The Achiever assessment typically takes about 60 to 90 minutes to complete, depending on the candidate’s pace. It covers a range of cognitive and personality questions that provide comprehensive data for employers.
11. How should candidates prepare for The Achiever assessment?
While candidates cannot “study” for The Achiever assessment like a traditional test, they should aim to be well-rested and relaxed. The goal of the test is to measure natural aptitudes and personality traits, so trying to prepare may not be helpful.
12. How do employers use the results of The Achiever assessment?
Employers use The Achiever assessment results to compare candidates against ideal profiles for specific job roles. The data helps them identify individuals who are a good fit for the company culture and who have the cognitive abilities and personality traits needed to succeed in the role.
13. Is The Achiever assessment reliable and validated?
Yes, The Achiever is a scientifically validated assessment tool. It has been used by many organizations to make data-driven hiring decisions, and it consistently provides accurate and reliable information about candidates’ abilities and traits.
14. Can The Achiever assessment be used for employee development after hiring?
Yes, The Achiever can also be used for employee development by identifying areas for growth and creating targeted development plans. This makes it useful not only for hiring but also for employee retention and career development within the company.
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