By Michael Mercer, Ph.D.

Companies using my pre-employment tests often ask how to decide which applicants should take the tests.  I generally respond:
 

1.  Do not give pre-employment tests to every applicant. 
2.  Most companies test the top 3 – 5 applicants for each job opening.

This article tells you about a quick, 15-minute method you can use to figure out which applicants you should have fill-out pre-employment tests.
 
RESEARCH TO HELP YOU HIRE THE BEST

Research shows pre-employment tests are the most accurate way to predict how a job applicant may perform on-the-job.  In contrast, most interviewers make incorrect and subjective judgments about job applicants.  And reference checks often prove unreliable and fail to help much.

Reasons pre-employment tests prove highly useful are tests are research-based, objective, and can be custom-tailored for each job in your company.  In sharp contrast, interviews are not created from research, horribly subjective and, thus, interviewers usually inaccurate predictions.
 
With this pre-employment tests able to help you, you benefit from including tests as a prediction method if you crave to hire the best.

PROBLEM:  HIRING MANAGERS OFTEN CREATE WASTEFUL MESS

Managers all-too-often waste immense time and energy on applicants they should not even consider. 

If pre-employment tests are not given early in the selection process, managers often make this time-wasting, energy-draining, stupid mistake:
1.  30 – 60 minutes – reviewing and thinking about applicant’s resume or application
2.  30 – 60 minutes – discussing applicant with other managers
3.  1 – 2 hours – interviewing applicant
3.  1 hour – thinking about interview
4.  1 – 2 hours – talking about interview with other managers

Total time used or wasted on one applicant = 4 – 7 hours

After investing 4 – 7 hours of expensive management time on one applicant, then the manager might decide to give pre-employment tests to the applicant.

If pre-employment test scores indicate it is a great applicant, then the manager is happy. 

But if pre-employment test scores indicate the applicant should not be hired, then the manager suddenly realizes s/he wasted 4 – 7 hours of time on an applicant who was not worth it. 

At that point, some managers feel foolish they did not test the applicant earlier, rather than wasting 4 – 7 hours considering a loser. 

But other managers get emotionally committed to hiring anyone they spend 4 – 7 hours on, despite lousy pre-employment test scores.  They fret, “I spent 4 – 7 hours on that applicant.  Plus, I don’t want to find more applicants and then spend 4 – 7 hours on them.  So, I think I’ll ‘shoot the messenger’ – that is, ignore test scores clearly indicating this applicant should not be hired.”

In either case, managers easily can avoid this quandary – plus avoid wasting 4 – 7 hours considering an applicant who is not worth considering.

How?  By giving pre-employment tests early in the hiring process, rather than late in the process.

So, the question arises:  How can a manager quickly determine which applicants they should have take pre-employment tests – before they invest 4 – 7 more hours on them?

SOLUTION:  GIVE PRE-EMPLOYMENT TESTS TO APPLICANTS WHO EXCELL ON BRIEF BIO-DATA INTERVIEWS

Pre-employment tests, at most companies, are given to the top 3 – 5 applicants for each opening. 

You can use a 15-minute brief initial job interview to decide which applicant is worth testing. 

What should you ask in this 15-minute job interview?  Ask bio-data questions.  “Bio” does not refer to biology.  Instead, bio in bio-data means biographical information.  You want to ask applicants if they have bio-data similar to bio-data of your best employees.

EXAMPLE – HIRING GREAT SALES REPS OR AGENTS: 

A company wanted to hire great sales reps.  I helped managers there fill-out my detailed Bio-Data Questionnaire.  I discovered the company’s best reps had bio-data in common, including (1) earned B.A.’s from state universities, (2) had only one or two full-time jobs before applying at this company, (3) those were sales jobs, (4) they stayed in each job over three years, (5) earned less at previous employer, (6) worked part-time in high school and college, and (7) other interesting bio-data. 

From this information, I created a custom-tailored brief bio-data interview.  It ascertained if an applicant had bio-data similar to the company’s best sales reps. 

Pre-employment tests were given only to applicants whose bio-data was similar to the company’s best sales reps. 

The pre-employment tests – to make hiring decisions even better – were custom-tailored so the company easily saw which applicants got the same test scores as its best sales reps.  

Applicant’s with pre-employment test scores similar to the company’s best sales reps later went through a grilling in a two-hour interview, work observations, role-play, reference checks, and more.  Those who did well on bio-data, pre-employment tests and all other prediction methods usually were offered jobs.  The result is the company now has a highly productive sales force.

PRE-EMPLOYMENT TESTING FOR APPLICANTS WITH ‘RIGHT’ BIO-DATA

Pre-employment tests should be given to your top 3 – 5 job applicants. 

Determine who takes pre-employment tests by starting with a brief, 15-minute bio-data interview.  Applicants who have bio-data similar to your best employees are the ones you have take pre-employment tests. 

When pre-employment test scores of an applicant are the same as scores of your best employees, then invest hours of your valuable management time in lengthy interviews, job observations, role-plays, reference checks, and other prediction methods.

Pre-employment tests and a 15-minute bio-data interview saves many hours of expensive management time as they help you hire the best.

COPYRIGHT 2009 MICHAEL MERCER, PH.D., www.MercerSystems.com.  Michael Mercer, Ph.D., is a nationally-known expert on (a) pre-employment tests and (b) hiring the best.  His 5 books include Hire the Best – & Avoid the Rest™.  Dr. Mercer created three pre-employment tests – tests that help companies hire outstanding employees:  (1) Abilities Forecaster™ Test, (2) Behavior Forecaster™ Test, and (3) Dependability Forecaster™ Test.  You can find out more about using his Forecaster™ Tests at your company – (note:  AoA members get a discount) – by clicking here:    http://www.agentsofamerica.org/page.php?id=159.