Pre-Employment Testing-HR400

Assignment: Pre-Employment Testing
There are a variety of pre–employment tests that can be used to obtain additional information about
applicants. In this Assignment, you will be assessing and making recommendations on what types of
employment tests to use in an organization.
Learning Activity
It is strongly recommended that you complete this Learning Activity after completing all the unit
readings and before beginning your Assignment. This will help you practice important concepts
related to skills needed for the Assignment.
Before starting this Assignment, review the Assignment Checklist below. Then, in a Word document,
write a 2–3 page paper addressing the following scenario.
Select an organization to use for this Assignment. This could be your current or previous employer or
another organization of your choice. You have been hired as a consultant to recommend a plan for
using pre-employment tests as part of the hiring process. In your report you must include a response
to the following areas:
1. Describe the purpose for using pre–employment tests.

2. Identify which pre–employment test(s) you would recommend for the organization and explain
3. Summarize some potential legal issues that can occur with the use of pre–employment tests.
4. Describe why test validation is important.


Pre-employment tests

The organization of choice is G-10 holdings

The primary purpose of using pre-employment tests

Traditionally, employees must attend interviews before they are finally hired by their employers. Similarly, employers can decide to screen job applicants through pre-employment tests that may include cognitive ability, knowledge, work skills, physical and motor ability testing. There are different types of pre-testing that job hopefuls can be subjected to depending on the department, organization and the industry they intend to join.  On other occasions, employers can use cure testing as a core element of the pre-work plan. Therefore, companies and organizations may use these pre-tests to search for the best and most qualified applicant to win the available positions as well as screening out those who do not fit in the organization (Arthur, 20120606.). Research shows that pre-employment tests can help the organization to provoke additional association focal point such as saving time, decreasing turnover and reduce the number of training programs if organizations can get the best job contenders.


While different organizations can settle on different pre-employment tests, I would recommend intellectual accessibility tests.  Intellectual accessibility tests can help the employer to measure and gauge the applicant’s ability to learn, understanding and other important concepts of mental limits that are paramount in the position available. At times and in most occupations, the professional or educational background does not guarantee success.  Therefore, the employer needs to tests the intelligence ability of the applicant to handle business related issues by obtaining information regarding their mental limits, verbal and nonverbal deductions as well as their ability to make emergency decisions. Research shows that intellectual accessibility tests provide legitimate inductions for different authority results which have led to success and growth.

Potential legal issues

Apart from helping companies and employers to get the best talent in the market, pre-employment tests can help in enhancing the objectivity, impartiality, and legality of the employers enlisting processes. All employers are required by the law to make sure that the larger part of their representative determination policies is impartial and lawfully consistent with the rules and regulation put in place by authorities (Arthur, 20120606.). Irrespective of the time taken by employers to administer their tests and evaluate the outcomes, the tests given should be occupational related and settle on enlisting decisions by making sure additional layers of objectivity to the contracting process is included. Affiliations that execute testing programs according to legal standards are thus better orchestrated to protect these strategies should a true blue test to their utilizing practices ever develop.

Why test validation is important

The validity of the pre-employment tests administered consists of setting a standard that the tests measures and how well the standards set are measured. It is fundamental to understand the complexities among enduring quality and legitimacy. Authenticity will reveal to the employer how remarkable a test is for a specific circumstance; resolute quality will uncover to you how strong a score on that test will be. The employer cannot accomplish certified conclusions from a test score unless he or she is certain that the test is solid. In spite of when a test is solid, it may not be real (Arthur, 20120606.). The employer ought to be mindful that any test that he or she selects is both attempted and genuine and critical for the organization circumstance. A test’s authenticity is set up in reference to a specific reason; the test may not be considerable for different uses. For example, the test the employer uses to make genuine assumptions about someone’s particular ability at work may not be substantial for suspecting his or her drive aptitudes or non-participation rate.


Arthur, D. (. (20120606.). Recruiting, Interviewing, Selecting & Orienting New Employees, 5th Edition/. . [Kaplan]. Retrieved from

Preventing Employment Discrimination-HR 400