Pre-Employment Behaviour Test: Why Did I fail & How to Pass it?

What is a pre-employment behaviour test? 

Pre-employment behaviour tests are based on an objective, standardized way of gathering data on candidates during the hiring process. All professionally validated pre-employment behaviour tests are efficient and reliable in gaining insights into the capabilities and traits of respective employees.

Pre-employment behaviour test has become more prevalent in recent years, as it is a way to filter and manage large applicant pools.

Everyone has faced some failure in their lives, right? Isn’t it tougher when we prepare well for interviews, exams, meetings, or any situation? The most common gesture to face failure is ‘we panicked,’ right? And after that, we start blaming everything we forget to practice or learn, and we are on the road to overthinking.

But the right way to face failure is to appreciate the effort and value your practice and formation behind that test. Even the thought of giving an exam or being in a challenging situation counts under productive experience, so it’s not a failure. And the confidence we gained after the exam is remarkable, pushing us towards progress and success.

Pre-employment tests provide tremendous value for organizations seeking the right talent for different job titles. By adding assessments to the candidate selection process, companies of all sizes can get better candidates applying to open positions.

And while technology may be responsible for the increase in applications, it also helps integrate pre-employment testing into the hiring process.

The pre-employment behaviour test is of many types. It is vital to prepare for every kind because assessment is combined with a question of all types. But the major five types are –

1. The aptitude Test measures the critical thinking of a candidate, problem-solving tactics, and the ability to learn, digest, and apply new information in the job field. Respective cognitive aptitude tests seek to assess an applicant’s general intelligence or brainpower.
2. Personality Tests are becoming popular among HR professionals and corporate jobs. It helps to identify the personality of an applicant.
3. The Emotional Intelligence Test is associated with essential work outcomes such as interpersonal effectiveness among co-workers, collaboration and teamwork, motivation, and decision-making perspective in a candidate. Strong emotional intelligence relates to good leadership and strong management skills and helps the hiring process.
4. Risk Tests help organizations to reduce risk in the work environment. Risk has various forms and can be harmful in every possible way. The main plus point of a risk assessment is that it aids organizations in reducing the risk factor that their employees may engage in unsafe or counterproductive work behaviours in the field.
5. Skill Tests measure job-related competencies like verbal, math, communication, typing, and computer skills. Such skills that candidates have picked up through their education and experience.

Also Read: Free Career Aptitude and Career Assessment Tests

Expectations after the pre-employment behaviour tests 

It is a human tendency to think an exam went well and can turn into positive feedback from an organization or company but sometimes it’s the opposite, right? And healthily, taking a rejection letter is challenging for each of us.
So let’s learn what things are lacking in our preparation are –

• Candidates apply for jobs they are underqualified for.

It happens to everybody. When we start surfing the internet about a job, we apply for any opportunity. We need to pay more attention to many times our area of interest and qualifications.

• The score gap.

A gap between how much you scored in your pre-employment behaviour test out of 100%. If the gap ratio is high, your chances of getting a job in the organization or company are equally low. If the gap is less, you may get productive feedback or call for an in-person interview or group discussion.

• Test difficulty. 

Sometimes the pre-employment test is designed in a strict or tricky way which makes every candidate puzzled, and the outcomes are a massive gap in the scorecard. So it is essential to make a test according to the candidate’s level, educational qualification, and basic expertise.

• Define criteria.

Is a 70% or 80% good or bad score? Other essential criteria are to define the requirements for a candidate, which helps in his\her performance card. It also reflects the transparency between the organization and applicants.

• Biases and bad questions.

Tests should be unbiased and based on job skills and relevant questions only. There should not be any personal or private questions that may hurt anyone’s sentiments.

• Provide feedback and follow up.

Providing feedback to every applicant is essential because it helps them grow and understand the test concept more effectively.