Candidates Case

Hiring the right candidate can be a daunting task for recruiters at all levels. Ensuring that your candidate will last with the company and will not be a waste of company time and money is something that is not always guaranteed. There are several tools that can be used to help recruiters ensure they are getting the best candidate for the job and they are called prescreening tests. The following paper will describe and discuss several of these tests and why they are important for recruitment.

One of the first and most common tests given to an applicant is a character or personality test. A personality test is used to "gain insights into the interaction style, character traits, and behavioral patterns of individuals" (Criteria Corp). This test will look for the way a person would act in certain situations, (i.e. do they get angry easily) and will give the recruitment team a good read of the person. This test is typically given to a person applying for a more social job or one that would require more social interaction.

Another test is performed is an aptitude test, or an ability test. The aptitude test has been shown to be the most effective form of prescreening tests, "twice as predictive as job interviews, three times as predictive as experience, and four times as predictive as education level" (Criteria Corp). An aptitude test will measure the candidate's current behavior and will also reflect the candidate's unique and natural traits, potential, and limitations. This test will show what this person has done in the past and how or what will they be able to learn or develop in the future.

Another method that can be used to asses a candidate would be a hands-on test. A hands-on test can be seen in those applying for the police force. Candidates may be asked to conduct a physical capacity test to see if they are truly fit for the force. This test includes pushups, firing a weapon, and running around and jumping over obstacles. According to the New South Wales police group, a candidate who would not be able to complete two of the 6 fitness tests they conduct would not be considered for hire and would be given the opportunity to reapply after a year from their current test (NSW Police Force, 2010).

A final test recruiter's use is the simple interview. Interviewing a candidate gives recruiters they opportunity to sit with the person and truly get to know them further than through