Are Employee Assessments the Same as IQ Tests?

Posted by  Jaclyn Menendez

Recently, I was talking with a friend who was in the middle of applying for a position at a new organization. He mentioned that the latest stage of the application was an IQ test. I am always curious about employee assessment processes for organizations, so I probed a bit more and asked him what it consisted of. “Oh, you know,” he replied, “it asked me things like if I like working with other people, and if I lose my temper easily.”


5 Things about Applicant Faking in Assessment Tests That You Should Know

Posted by  Amber Thomas


No one likes a liar, right? Dishonesty is not something that most people are comfortable with, because it implies that someone is trying to “pull one over on us” or “get away with something.” It follows, logically, that you wouldn’t want someone to “fake good” on pre-employment applications, their resumes, assessments, or in interviews. We want to know what we are going to get when we hire someone into the organization. We feel personally offended when someone turns out to be different than what they said they were (especially if we’re doing the hiring!).


Ask the Expert: What Kind of Assessment Is Best for My Company?

Posted by  Amie Lawrence, Ph.D.


I want to use assessments to help with our hiring process, but there are so many different kinds to choose from. What kind of assessment should I use? Why and When?


Thank you for your question. I’m sure you aren’t the only one struggling with this problem. It can be very confusing deciding how and when to use assessments in your hiring process. To begin, assessments include any tool in a hiring process where questions are asked and decisions are made about a candidate based on that information.

That means applications and interviews are actually assessments! Let’s review some different types of assessments and talk about when they would be helpful:


What Is the Ideal Pass Rate for Your Pre-Employment Assessment?

Posted by  John Fernandez, Ph.D.

pass-rate.jpgMost organizations that use employee assessments to screen job candidates do some type of monitoring of the assessment pass rates. Staffing teams often want to know, for example, whether there are significant increases or decreases in pass rates over time so that they can determine if any corrective action needs to be taken to maintain the pass rate within a desired range.

But, how do organizations determine what the desired pass rate range is in the first place? Most stakeholders understand that if the pass rate is too high, too many candidates who do not have the desired capabilities for the target role will be allowed to proceed to the next step in the staffing process. That could mean that the assessment is not providing enough utility.


The Importance of Setting Expectations for New Pre-Hire Assessments

Posted by  John Fernandez, Ph.D.

selection-interview.jpgWhenever organizations begin using a new pre-hire assessment tool, the chances are very high that there will be some stakeholders who will be resistant to the new process. For example, a hiring manager may question the results for a particular candidate who failed despite being “one of the best” candidates they’ve seen. Or the interview team may start questioning the test after a candidate who passed the assessment interviewed very poorly.

This resistance is very often rooted in some underlying misconceptions regarding the expected outcomes of using the assessment. The following are a few such misconceptions that are fairly common among staffing teams:


How to Attract Top Talent in a Competitive Market

Posted by  Vicki Marlan

After years of reading headlines and hearing news reports about the bad economy and high unemployment rates, it should come as welcome news to job-seekers that the numbers of job openings are at record high levels. Even though manufacturing jobs are still not above pre-recession levels, many industries have increased hiring in recent years, or at least sought to replace employees leaving due to turnover. With more competition for job openings, companies that were once “the only game in town” now need to stand out to job applicants who now have a greater pool of positions to apply to. To do that, organizations might need to try a bit harder than they had to in the past to attract top talent.


How Accurate Are Pre-Employment Assessments?

Posted by  Amie Lawrence, Ph.D.

ThinkstockPhotos-469652019Anyone with experience in hiring can tell you that it can often feel like a guessing game. The typical process includes reviewing applications and/or resumes and talking to candidates on the phone and in person. And, at the end of it all, you still aren’t always sure if the individual is the right person for the job. You wish for a crystal ball that can tell you definitively if someone is going to be a good hire. Unfortunately, a hiring magic crystal ball does not exist, but adding an assessment to your process can provide a lot more accuracy than you might think. Many people wonder if the cost and time associated with an assessment is really worth it. How accurate can an assessment be? Let’s take a look at how well-designed and validated pre-employment assessment tools predict performance and compare that to well-known relationships and other common selection tools.


The Best Times to Use an Employee Assessment in the Hiring Process

Posted by  Rose Keith

hiring-funnelYou’ve decided to use an assessment or two in your hiring process and now you need to decide when to administer them. Timing is everything, and assessments are no exception. The first thing you should consider is the type of assessment you’re using.

Screening assessments (used to screen candidates out) are best used towards the beginning of your process, ideally right after the initial application. By doing this, you’re only assessing candidates who have met the minimum qualifications of the job and you’re not wasting time and money by assessing everyone. These types of assessment typically help to weed out people who may be a safety, turnover, dependability, or quality risk to your organization. They aren’t necessarily helpful in selecting the potential top performers, but they will narrow your candidate pool by deselecting those who may be risky.


4 Ways to Prevent Cheating on Employee Assessments

Posted by  Vicki Marlan

cheating-fakingA popular question that consultants at Select International are often asked by our clients is how we can prevent cheating or faking on assessments. So, before I provide some insight on the question, here’s a quiz to test your opinions on the issue.

What is the best way to prevent cheating and faking on assessments?

a. Provide candidates with different versions of an assessment.

b. Proctor the assessment.

c. Provide fake questions and catch candidates in a lie.

d. Tell candidates that if they do not answer questions truthfully, they will be disqualified from the hiring process.

e. All of the above


Going Global: How to Ensure Accuracy of Employee Assessments Overseas

Posted by  Alissa Parr, Ph.D.

internationalIt seems like more and more organizations are getting the “traveling” bug and finding ways to expand their borders. Companies are not just interested in having more locations within the United States, but are interested in widening their reach by opening facilities outside of the United States. This is a trend I’ve noticed in our clients. There is much more interest in going global and using a consistent hiring process across locations.

As with most practices, there are several considerations you must take before rolling out a hiring process into other countries. In particular, when we implement an online assessment into another country, it’s not quite as simple as setting up a new candidate to take the assessment. Below are some questions you should ask before rolling out an assessment in another country.


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