Finding the right employee to fill a staffing vacancies can be more difficult than it may seem. Although a good resume and a wonderful interview may are usually enough to get through the door, many employers often regret such snap judgments based on first impressions. Some studies show that 90 percent of hiring decisions are bases on interviews, but that this way of choosing employees only has a 14 percent accuracy rate. This results in a large number of dissatisfied hiring managers and causes a company to have a higher than necessary turn over rate.

Careful employee pre-screening can drastically decrease the number of inappropriate individuals that end up on the pay roll. Drug screening and background checks often weed out the worst of these applicants, enabling companies to avoid many of the worst hiring mistakes. The most difficult of unsuitable applicants to avoid hiring aren’t the drug addicts or those with criminal backgrounds. Often sneaking by even the most astute hiring managers are applicants that lack the skill necessary to complete the tasks associated with their job titles.

One way to decrease the number of these individuals on staff is by utilizing a different type of employee pre-screening. Aptitude assessment tests are becoming an increasing popular addition to the traditional hiring process. These tests can range basic literacy surveys to programs designed to show a persons ability in leadership positions. There are also test that can evaluate an applicant’s honesty and integrity,

With the amount of money that bad hiring decisions cost a company, this form of employee pre-screening for drugs can more than pay for itself. Many businesses exist to provide these services to those who desire to increase their overall level of success. Employers have the option of using pre-made or customized tests although prices usually vary between the two.

Although the tests, when properly used, can be a highly effective form of background checks, they are not concrete. Learning to judge the results can be difficult due to the fact that an individual with the highest score on a test of basic skills could lack the personality or people skills a position may require. Because of this, aptitude assessment tests should not have the final say so in the hiring process. For the most part, it’s best to look for applicants who have the best mix of required skills and the personality suited for the job.

Popularity: 14% [?]