Design a Pre-Hire Test to Select the Best

Test competencies, not personality, to select quality candidates.

Onsite Workshop

Poor or non-existent pre-hire tests can result in:

  • Bad hires.
  • Direct and indirect costs from bad hires.
  • Time wasted by HR and hiring managers.

Developing a competency-based pre-hire test results in:

  • Improved quality of hires.
  • A more standardized and consistent hiring process.
  • Decreased time wasted on pursuing clearly inappropriate candidates.
  • Increased understanding for HR and managers of what makes a successful hire.

Module 1: Assess the Environment to Develop the Pre-Hire Test

The Purpose

  • Understand the rationale for developing a competency-based pre-hire test.
  • Learn what key elements of talent acquisition are required for a pre-hire test to be developed.
  • Set up a design team.
  • Identify competencies to be tested for.

Key Benefits Achieved

  • Project buy-in and support from stakeholders.
  • Understanding of what elements are in place or missing for the pre-hire test to be successful.
  • An assembly of experts to develop the test.
  • Competencies to base the test design and development on.

Activities: Outputs:
1.1 Determine the impact of bad hires.
  • Cost of bad hires on the organization.
1.2 Brainstorm how pre-hire testing can help reduce the negative impact of bad hires.
  • Estimated cost reduction.
1.3 Identify barriers to success and start developing solutions.
  • Solutions for barriers to success.
1.4 Determine what basic elements you need.
  • Plan to address any missing elements to support the success of the pre-hire test.
1.5 Assess whether your current pre-hire test is optimizing or undermining.
  • Understanding of how well the current pre-hire test functions.
1.6 Finalize the stakeholders that will contribute pre-hire testing.
  • Pre-hire test design team.
1.7 Determine the purpose of pre-hire testing.
  • Purpose statement to guide development of the pre-hire test.
1.8 Select the competencies to be included in the pre-hire test.
  • List of competencies to be covered in the pre-hire test.
1.9 Plan for resources.
  • Pre-hire test budget.

Module 2: Develop and Implement the Pre-Hire Test

The Purpose

  • Design the pre-hire test.
  •  Validate the pre-hire test.
  • Build the plan to implement the test.

Key Benefits Achieved

  • Content built for the pre-hire test.
  • Plan for how to ensure validity of the pre-hire test.
  • Well-integrated pre-hire test within the talent acquisition process.

Activities: Outputs:
2.1 Determine what components of competencies will be tested.
  • Specific components to be included in the pre-hire test.
2.2 Select the type of pre-hire test.
  • The type of pre-hire test that will be designed.
2.3 Decide to develop in-house or outsource and develop questions and activities.
  • Decision to develop the test in-house or to outsource.
2.4 Set the plan for validating your pre-hire test.
  • Plan for validating the test.
2.5 Incorporate the selection process into your pre-hire test.
  • Process map for where the pre-hire test fits into the talent acquisition process.
2.6 Plan for how to communicate testing to candidates for a positive experience.
  • Communication plan.

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