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Pre-Employment Tests, Interview Skills & Hiring
By Michael Mercer, Ph.D.
Mar 11, 2014, 15:43

When assessing or evaluating employees for manufacturing or production jobs, companies should use specific types of pre-employment tests.  These pre-hire tests give manufacturing companies research-based assessments of how productive or unproductive the applicant may perform on-the-job. 


For Skilled “Blue-Collar” jobs, e.g., machine operators, technicians, etc., use two pre-employment tests:  First, use Intelligence Tests or Mental Abilities Tests.  Such pre-hire assessment tests tell you if an applicant has enough intelligence to (a) learn the job and (b) correctly think through situations encountered at work.  These intelligence tests should evaluate job applicants on abilities in Problem-Solving, Arithmetic, and Handling Small Details. 


Second, pre-employment Personality Tests should be given to job applicants.  This pre-hire assessment test helps you forecast an applicant’s (a) Interpersonal Skills, (b) Personality Traits, and (c) Work Motivations. 


Customize pre-employment tests by benchmarking your best employees.  Have some of your productive employees take the assessment tests.  Their typical test scores can be the benchmark scores you want applicants to have when job applicants take the pre-employment tests. 


For Unskilled “Blue-Collar” jobs, e.g., laborers, janitors, and lower-level jobs, use test a Integrity Test.  This pre-employment integrity or honesty test helps you forecast five crucial work factors:  (a) Honesty on test, (b) Work Ethic, (c) Impulsiveness, which is crucial for reducing accidents and improving safety record, (d) Stealing or Theft concerns, and (e) Substance Abuse concerns about alcohol or drug abuse. 


After pre-employment tests are administered to job applicants, you can decide if you want to continue considering each applicant.  If an applicant gets good scores on pre-employment tests, then it is worthwhile to use additional assessment methods or techniques, e.g., interviews, work simulations, realistic job observations, reference checks, etc. 


But, if pre-employment test scores for an applicant are lousy, then you may want to stop considering that person.   

Now you know how sharp manufacturing companies use pre-employment tests to help them hire employees