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 http://www.courthouseconcepts.net/ or call 877-750-3660 today to find out more about how CourtHouse Concepts can help you with pre-employment screening services.

The CHC Blog

By Mark Ridgeway 13 Oct, 2017
As of April 2017, there are 29 states that allow marijuana use for medical purposes. There is considerable variation in medical cannabis laws from state to state, including how it is produced and distributed, how it can be consumed and what medical conditions it can be used for.

At the federal level, cannabis is still a prohibited substance. However in 2014, the Rohrabacher–Farr amendment  was signed into law, prohibiting the Justice Department from spending funds to interfere with the implementation of state medical cannabis laws.

The following excerpt from a   Society for Human Resource Management  article gives a general overview of how medical marijuana impacts employers and the issues that need to be considered if you are in one of the 29 states:
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