Pre-employment tests can make hiring faster and smarter, but only when used the right way. Used the wrong way, they not only waste time and money, but they can also lead to legal problems. Here’s how to get maximum value while avoiding the worst mistakes:

Best Practices for Pre-Employment Testing

Use Valid, Reliable, and Fair Tests: Only trust assessments backed by solid science and documentation. Good tests accurately measure traits and treat all candidates fairly.
Match the Test to the Job: Tests should target the skills and characteristics essential for success in each role. Validate for high-volume or critical positions to minimize risk.
Integrate, Don’t Rely Solely on Tests: Combine testing with interviews, work samples, and reference checks for a robust and fair hiring process. Periodically review methods to meet ADA and EEOC standards.

eTest: One Solution, Two Powerful Options

eTest Standard: Get quick, actionable insights into people’s personality and problem-solving traits. Perfect for small teams, unique roles, and when managers want tailored analyses and interview guides.
eTest Custom Solutions: Partner with our experts for company- and job-specific assessments. Validation studies ensure your selection tools are accurate, fair, legally defensible, and perfectly matched to your business needs.

Ready for better hiring and development? Call us for a free consultation and learn how eTest can help you achieve simplicity, compliance, and results you can trust.