Pre-Employment Screening and Personality Testing 

  • By Brittany Guyton
  • 18 Aug, 2015
More often than ever, employers are requiring job applicants to complete personality and ability testing. This trend is definitely becoming more common place as businesses look for cost effective ways to determine how suitable a candidate is for a job.

Many businesses cannot afford to continually rehire for a position simply because a job applicant did possess the basic skills needed or have a suitable personality for the position. Firms are looking to hire an individual with the particular traits they need as well as avoid those with traits that could signify a bad hire. Prescreening potential employees for personality traits, along with their background and credit histories, appears to be a fast growing trend.

The ability to hire the right person with the needed personality traits and skills lessens employee turnover rates and the associated costs. The time and effort involved in the hiring process can increase quickly and this means that a business loses money for every faulty hire made. In fact, the cost associated with making a bad hire and having to replace that employee is estimated to be up to one year’s salary for certain positions. Most businesses, especially small or start-up businesses, cannot afford to hire a person lacking key personality traits, abilities, or who does not meet basic requirements for credit or background history checks.

Employers utilize the personality test in different ways according to their needs. Some employers wait until they have already hired an employee to give the personality test, this way the employee can be matched to tasks they are suited for. Other employers use the personality tests to pre-screen applicants before they are hired. Typically, a candidate must meet a minimum score in order to be further considered for a position.
Personality and skills tests can benefit current employees as well. These types of tests reveal strengths, weaknesses, and skills that employers can take advantage of or improve upon. These tests also improve how employees work and communicate with each other. Knowing another person’s work style makes tasks easier to delegate and manage.

Hiring new employees can be difficult if there is no standard company procedure in place. For the best results, your company should implement a pre-employment screening process that not only involves personality training, but background checks, credit checks, and criminal background checks as well. These screening methods will allow you to make the right hire in the most cost effective way. You will be ensured that you are hiring a safe, dependable employee when you screen the applicant before offering a position. A comprehensive pre-employment screening procedure will save your company a lot of money in the long run because you will not have to pay for mistakes made during the hiring process.

CourtHouse Concepts can provide all the pre-employment screening services your business needs to make the right hire. Visit or call 877-750-3660 today to find out more about how CourtHouse Concepts can help you with pre-employment screening services.

Industry News and Trends

By Brittany Guyton 18 Apr, 2016

“Ban the Box” is an international campaign advocating on behalf of ex-offenders, seeking employment. Their goal is to persuade employers to remove the “check box” from hiring records that asks if applicants have a criminal record. Followers of the campaign advocate that this change will allow employers to consider a candidate’s qualifications first, without the stigma of a criminal record.


New York City and Austin Texas are among some of the cities who have recently proposed amendments and ordinances regarding this issues.


The New York City Commission on Human Rights (NYCCHR) recently issued proposed rule amendments regarding the Fair Chance Act. Although this may be a step toward compromise regarding the “Ban the Box” issue, the amendments pose severe compliance challenges for employers. Some potential violations include; 1) Requesting permission to conduct a background check and 2) Using any standard form across multiple jurisdictions that includes a criminal history question regardless of if the form specifies NYC applicants should not respond.


Requiring employers to use a different employment application or form for hiring in NYC creates a significant compliance hurdle that could cost employers thousands of dollars in penalties.

These proposed amendments also prohibit employers from conducting their own search with terms such as “arrest,” “mugshot,” “warrant,” “criminal,” “conviction,” etc. It is unclear if these provisions prohibiting employers from searching for the specified terms or websites are barred from doing so at any point in the hiring process or just prior to extending a conditional offer of employment. These requirements would leave employers without adequate resources to conduct a criminal history search when needed.



A ban the box ordinance was also proposed in Austin, Texas. Although this ordinance is mostly straight forward, there are major concerns regarding a listed requirement to notify applicants in writing if the adverse action decision is based on criminal history.


Employers that conduct background screenings via Consumer Reporting Agencies (CRAs), the Fair Credit Reporting Act (FCRA) requires a specific process to be followed any time an employer is potentially making an adverse decision (i.e., denying employment, terminating an employee, deciding not to promote an individual) based on information contained within a background report – which may or may not contain criminal history information.


Requiring employers to specifically state that the individual’s criminal history is the basis for an adverse decision, extends beyond the federal requirements which presents potential compliance challenges for employers that hire in multiple jurisdictions


Learn more about the Ban the Box campaign and the concerns surrounding it at


Call Courthouse Concepts for detailed, and thorough background screenings!


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