Types of Pre-Employment Tests: Which Ones Actually Predict Job Performance?

1. What Are Pre-Employment Tests and Why Use Them?

This guide explores the many types of pre-employment tests available, helping you understand which ones are most effective at predicting success.

So, what are pre-employment tests? They are standardized methods used by employers to evaluate a candidate's suitability for a job beyond what a resume or traditional interview can reveal. These assessments measure a range of attributes, including cognitive abilities, job-specific knowledge, work skills, and personality traits.

The primary goal is to gather objective data to make more informed, evidence-based hiring decisions. When implemented correctly, these tests help organizations:

• Improve Quality of Hire: Identify candidates who will perform well and stay longer.

• Reduce Bias: Standardized scoring provides an objective measure, reducing the impact of unconscious bias.

• Increase Efficiency: Quickly screen large applicant pools to focus on the most qualified individuals.

• Lower Costs: Decrease turnover and reduce the time and resources spent on hiring.
  
  

The Predictive Power of Different Test Types

Not all tests are created equal. Decades of industrial-organizational psychology research have shown a clear hierarchy in how well different assessments predict job performance. The "predictive validity" of a test is a score (from 0 to 1) indicating how strongly test scores correlate with job success.

Here's how common methods stack up, based on seminal research by Schmidt & Hunter:

This data shows that tests directly related to job tasks (work sample and job knowledge tests) are powerful predictors.

A Deep Dive into the Types of Pre-Employment Tests

Let’s break down the most common assessments, their pros, cons, and best-use cases.

Work Sample Tests

Also known as job simulations, these are the gold standard for predicting performance. They require candidates to perform tasks they would actually do on the job.

• Examples: A graphic designer creating a sample banner, a developer debugging a piece of code, a content writer drafting a short article, or a financial analyst building a simple model in Excel.

• Pros: Highest predictive validity, provides a realistic job preview, viewed as fair by candidates.

• Cons: Can be time-consuming to create and administer, difficult to scale for high-volume roles.

• Best for: Roles where on-the-job skills are paramount (e.g., technical, creative, trade roles).

Job Knowledge & Skills Tests

These assessments measure a candidate’s existing knowledge or proficiency in a specific area needed for the job. This directly evaluates their current assessment skills.

• Examples: A test on accounting principles for a CPA role, a quiz on SEO best practices for a marketing manager, or a test of medical terminology for a healthcare administrator.

• Pros: Strong predictor of performance, objective and easy to score.

• Cons: Measures what a candidate knows, not necessarily how they apply it. Can become outdated.

• Best for: Jobs that require a foundation of specific, technical knowledge (e.g., legal, finance, engineering).

Cognitive Ability Tests

These tests measure general mental ability (g-factor), including problem-solving, critical thinking, learning agility, and numerical or verbal reasoning.

• Examples: Wonderlic, Revelian Cognitive Ability Test (RCAT), Predictive Index Cognitive Assessment.

• Pros: One of the strongest predictors of performance across nearly all job types, especially for complex roles.

• Cons: High risk of creating adverse impact[/highlight] against certain demographic groups. Requires rigorous legal validation to ensure it's job-related and non-discriminatory.

• Best for: Complex roles requiring quick learning and problem-solving, but must be used with extreme care and legal oversight.

Situational Judgment Tests (SJTs)

SJTs present candidates with realistic, hypothetical work-related scenarios and ask them to choose the most effective course of action.

• Examples: A customer service scenario involving an angry client, a team conflict resolution problem, or an ethical dilemma.

• Pros: Good predictor of "soft skills" like leadership and teamwork. Provides a realistic job preview.

• Cons: Can be difficult and expensive to develop custom, valid scenarios.

• Best for: Customer-facing and leadership roles where interpersonal skills are critical.

Pre-Employment Personality Tests

These tests assess personality traits, work styles, and motivations. The most common framework is the "Big Five" (Openness, Conscientiousness, Extraversion, Agreeableness, Neuroticism).

• Examples: Hogan Assessments, Myers-Briggs Type Indicator (MBTI), DiSC, Caliper Profile.

• Pros: Can provide insight into cultural fit and potential for burnout. Conscientiousness is a moderate predictor of performance across all roles.

• Cons: Low predictive validity when used alone. Susceptible to faking. Underline: MBTI is not designed or validated for hiring.

• Best for: Use as a developmental tool or as a small part of a larger assessment battery, never as the sole decision-making factor.

Integrity Tests

Designed to predict counterproductive work behaviors like theft, absenteeism, or misconduct.

• Examples: Overt (direct questions about honesty) or covert (personality-based questions).

• Pros: Good predictor of negative behaviors, which can protect company assets and culture.

• Cons: Can feel invasive to candidates. Risk of false positives.

• Best for: Roles involving cash handling, security, or access to sensitive data (e.g., retail, finance, law enforcement).

Technical & Coding Assessments

These are specialized skills tests for software developers and other IT roles.

• Pros: Highly predictive for technical performance. Standardized and objective.

• Cons: Can cause candidate anxiety. Must reflect real-world problems, not abstract "gotcha" puzzles.

• Best for: All software engineering and data science roles.

Language Proficiency Tests

Evaluates a candidate's ability to speak, read, and write in a specific language required for the job.

• Examples: Versant, TOEIC, CEFR-aligned assessments.

• Pros: Essential and objective for roles requiring multilingual capabilities.

• Best for: Global customer support, translation, international sales.

Physical Ability Tests

Measures physical attributes like strength, stamina, and dexterity required for a job.

• Pros: Essential for ensuring safety and capability in physically demanding jobs.

• Cons: Must be strictly job-related to comply with ADA regulations. High risk of discrimination if not properly validated.

• Best for: Firefighting, law enforcement, warehousing, and construction roles.

How to Run a Skills Gap Assessment to Inform Your Testing Strategy

Before you choose a test, you need to know what to test for. A skills gap assessment is a process for identifying the specific competencies that drive success in a role.

1. Define Success: Analyze your top performers. What skills, knowledge, and behaviors do they share? Review job descriptions, performance reviews, and interview managers.

2. Identify Critical Competencies: Group your findings into 5-7 core competencies for the role. Distinguish between "must-have" and "nice-to-have" skills.

3. Map Competencies to Assessments: Choose the test type that best measures each critical competency. A single competency might require multiple assessment types (e.g., testing "collaboration" with an SJT and a behavioral interview question).

4. Create a Scorecard: Develop a simple, standardized scorecard to evaluate all candidates against the same competencies.

Best Practices for Implementing Pre-Employment Testing

Ensuring Fairness and Legal Compliance

This is the most critical aspect of any testing program. In the U.S., the EEOC's Uniform Guidelines on Employee Selection Procedures [2] provides the legal framework.

• Job-Relatedness: Every test and every question must be demonstrably related to the job.

• Validation: You must have evidence that the test predicts job performance.

• Avoid Adverse Impact: Monitor test results to ensure they do not disproportionately screen out candidates from protected groups (based on race, gender, age, etc.). If they do, the test must be proven to be a business necessity.

• Accommodations: Be prepared to provide reasonable accommodations for candidates with disabilities as required by the ADA.

• Consistency: Administer the same test under the same conditions to all candidates for a given role.

Optimizing the Candidate Experience

A poor testing experience can drive away top talent.

• Be Transparent: Explain why you use tests and what candidates can expect.

• Keep it Relevant: Use tests that candidates perceive as fair and job-related.

• Respect Their Time: Don't administer overly long assessments, especially early in the process.

• Provide Feedback: If possible, share high-level results or insights with candidates.

Integrating with Your ATS

Modern assessment platforms should integrate seamlessly with your Applicant Tracking System (ATS). This automates the process of inviting candidates, collecting results, and displaying scores directly within the candidate's profile, saving significant administrative time.

Choosing the Right Test for the Right Role

There is no single "best" pre-employment test. The most effective strategy uses a combination of assessments tailored to the specific demands of the job. Start with a thorough job analysis and skills gap assessment.

Prioritize work sample tests and structured interviews, as they provide the most predictive data. Use other tests like cognitive or personality assessments as supplementary data points, always keeping legal compliance and the candidate experience top of mind.

By building an evidence-based selection process, you can dramatically improve hiring outcomes and build a stronger, more capable workforce.

Frequently Asked Questions (FAQs)

Are pre-employment tests legal?

Yes, pre-employment tests are legal as long as they are not discriminatory. They must be job-related, validated, and administered consistently to all applicants. Employers must also provide reasonable accommodations for candidates with disabilities.

Can candidates cheat on pre-employment tests?

Cheating is a concern, especially with unproctored online tests. Many assessment platforms now include anti-cheating measures like remote proctoring (webcam and screen monitoring), plagiarism detection, and time limits to mitigate this risk.

How long should a pre-employment assessment be?

Assessments should be as short as possible while still gathering the necessary information. For initial screening, 15-30 minutes is a reasonable range. Longer, more in-depth assessments (60+ minutes) should be reserved for candidates in the final stages of the hiring process.

The terms are often used interchangeably. However, a "test" usually implies a right or wrong answer and results in a score (e.g., a math test). An "assessment" is broader and can include tests, simulations, and inventories that measure preferences or styles (e.g., a personality assessment).

How Navero Can Help in the Hiring Process?

Navero streamlines your hiring by putting skills first, with validated, role-specific assessments that cut through guesswork and bias. Our platform uses automated anti-cheating technology and remote proctoring to ensure every result is authentic, making the process secure and trustworthy.

Integration with 60+ leading ATS and HRIS platforms keeps your workflow seamless from application through onboarding. With Navero, you can reduce your time-to-hire by up to 75% and quickly identify the best, job-ready candidates, like creating a faster, fairer, and more effective hiring process for your team.