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 19 Jul, 2017
As a business owner or HR professional you've been there: you’re at the tail end of a particularly difficult hiring process and you’ve finally found the right candidate for the job. It’s easy to say, “Phew! Glad that’s over,” and move forward with finalizing the details.

But before you do, you should really consider ordering a background check on your candidate of choice. Integrating a background check policy can really benefit and protect your company. Here are 5 reasons you should always run a background check:

1. Stronger hires = Saving Money

Don’t just rely on your “gut feeling.” The more you know about the candidate, the better you will be able to assess if he/she is a fit for the position and for your company. Talent acquisition is a struggle in nearly every industry, so make sure that you’re not cheating yourself out of any of the available information before extending an offer.

It’s important to point out that better hires often means less turnover. We know that turnover is typically the number one cost to employers. Save yourself from investing in the wrong employee for the job.

Aside from turnover costs, as was stated in a previous blog post Who Is Stealing From You , we know that upwards of $50 billion annually in cash and inventory is stolen by employees. Does your job candidate have a history of taking extra "perks" from previous employers?

2. Safer Work Evironment
Running a background check on potential employees before officially hiring them can aide in reducing workplace violence. As an employer, you’ve made a commitment to your current employees to operate a safe work environment. Don’t skip this important step in ensuring that safety.

According to the Bureau of Labor Statistics Census of Fatal Occupational Injuries (CFOI), of the 4,679 fatal workplace injuries that occurred in the United States in 2014, 403 were workplace homicides. However it manifests itself, workplace violence is a major concern for employers and employees nationwide.

3.  Better Compliance in State & Federal Regulatory Requirements
A third-party background screening provider with in-house compliance expertise, can help your company properly create a screening solution. This not only satisfies your industry standards, but also state and federal regulatory requirements, which vary from state-to-state and by type of position you are staffing. Utilizing a partner that is a true expert in this field is important for the success of your company.

4.  Decrease the risk of being sued
Making a bad hiring decision can leave you and your company vulnerable to liability. Ordering a background check can help you find patterns in a person’s history. For example, if a potential employee has had multiple discrimination suits against them, you as an employer may be liable should the employee discriminate within your workplace. Being able to sort out candidates with these issues will help decrease the chances of a lawsuit.

5. Verifying Resumes
Does your candidate have the experience they claim? Do they really have the education and the professional licenses that are listed on their resume? A survey from CareerBuilder  of more than 2,500 hiring managers found that 56% have caught job candidates lying on their resumes.

Background checks can help you weed out the people that do not have the skills for the job. It also can help you verify that the candidate’s resume is valid.  Don’t leave yourself vulnerable to these discrepancies.

Requesting a background check for a prospective employee is perfectly within your rights as an employer. These background check reports can hold vital information that is relevant to your hiring decision. You wouldn’t choose to not gather all of the relevant information when making a different business decision, so don’t skimp here either. Take the time to do your homework and you’ll see the results!

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