Hiring an employee is a daunting and expensive undertaking. When one adds the cost of advertising the position on sites, travel/lodging for candidates, lost productivity of employees who are on the hiring team – the total costs of bringing on a new employee can easily head north of $10K for even an ‘easy’ hire. An executive hire can be $30K-$50K range.
Still worse, making a bad hire can compound the costs – so it is not surprising to hear stories of companies having candidates go through several rounds of interviews and taking pre-employment screening tests. An article in Forbes this past May details an intense pre-employment screening and will make the run-of-the-mill personality assessments look like a cake walk.
When informed that you will need to take a pre-employment assessment/screening/test, ask the recruiter what assessment you will be taking. Some cognitive assessments (ex: Wonderlic) have online versions that can help you prepare like you would an SAT. Be sure to check them out to familiarize yourself with the format, scoring, types of questions, length, etc. The more information you can obtain beforehand will help you perform better when the real test is administered.
Personality assessments (ex: MBTI, Gallup’s Strengths Finder) do not allow one to prepare – technically you could try answering the questions based on what you think the employer is seeking in hopes of fooling the test, problem is now you have to be that person while on the job! Personality assessments are often implemented in leadership programs, sales positions, customer service, and positions of high stress and/or high client interaction jobs.
Just another step in the hiring process.