Pre-employment testing involves using objective standardized tests to assess candidates' capabilities and traits. There are three main types of tests: aptitude tests measure critical thinking and problem solving skills; personality tests evaluate traits like conscientiousness and extraversion; and skills tests assess abilities relevant to the job like typing or math. Using multiple types of tests per candidate allows for a more reliable and informed hiring decision. Criteria Corp's HireSelect system provides web-based pre-employment testing to help companies streamline their hiring processes.

1. What is Pre-Employment Testing?
www.CriteriaCorp.com
Introducing HireSelect™
Criteria Corp’s web-based system- designed to help your organization implement and
maintain a comprehensive pre-employment testing program.

2. 2
What is Pre-Employment Testing?
 Pre-employment tests are an objective and standardized way of
gathering data on candidates during the hiring process.
 All professionally developed, well-validated pre-employment
tests have one thing in common: they're an efficient and reliable
means of gaining insight into the capabilities and behavioral
traits of prospective employees.

3. 3
What kinds of tests are used to assess candidates?
Aptitude Tests
 Aptitude tests measure critical thinking and problem solving
skills, as well as the ability to learn, digest, and apply new
information.
 Because so many jobs require critical thinking skills, aptitude
tests can be used in almost any occupational context.
However, they are especially useful for mid- and higher-level
jobs.
 Research shows that aptitude tests are the single best
predictor of job performance.

4. 4
What kinds of tests are used to assess candidates?
Personality Tests
 Personality tests measure traits such as extraversion,
openness, conscientiousness, and agreeableness.
 Personality tests can help determine if a candidate’s
behavioral tendencies are a good match from a job-fit and
cultural-fit perspective.
 They help answer questions such as: Will someone be
comfortable in this position? Do they have behavioral traits
that are statistically linked to success in this kind of role?
 Unlike with aptitude tests, there are no right or wrong
answers on personality tests.

5. 5
What kinds of tests are used to assess candidates?
Skills Tests
 Skills tests measure job-related competencies.
 These tests may assess broad skills, such as verbal, math, and
communication skills, or narrower ones like typing and
computer skills.

6. 6
Which test should I use?
 To maximize the effectiveness of pre-employment testing,
Criteria Corp recommends using more than one type of test per
candidate.
 It’s most common to pair an aptitude test with a personality test,
or a skills test with a personality test.
 By using tests as a reliable, objective source of job-related data
on candidates, hiring managers can streamline hiring processes
and make more informed hiring decisions.

7. 7
About Criteria Corporation
Criteria Corp is a leading provider of web-based pre-employment
testing services. Our mission is to make high-quality preemployment testing solutions accessible to companies of all sizes.
Our testing system, HireSelect, is an SaaS solution that enables
organizations to better manage their most important asset —
their human capital — by providing state-of-the-art assessment
tools to increase the effectiveness of the employee selection and
retention process. HireSelect features aptitude, personality, and
skills tests.