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Gale, S.F. (April - 2003). "Putting job candidates to the test." Workforce Today, 64-68.
Retrieved 30, November 2004: http://www.workforce.com/archive/feature/23/42/11/index.php The idea behind the article is that assessment articles save time and money, and help promote the organization's chances of success in the long-term by weeding out less ideal candidates.
The article Putting Job Candidates to the Test by Sarah Fister Gale discusses accurate assessments for job candidates. Gale suggests that accurate assessments will reduce interviewing time and ensure that corporations do everything possible to hire quality candidates rather than unproductive one. The article provides an analysis of three company's pre-employment screening measures. One company, the Hire Tough Group, shows how accurate assessment can save time managers spend interviewing.
Assessment tests also may enable the employers according to the author to judge candidates on information aside from work experience including cognitive ability. Another company examined indicates that assessment tests help identify candidates that are the best fit for an organization's culture and needs, particularly in an economy when thousands of applicants might be applying for a single position.
The author makes a valid point. It is often difficult to ascertain which candidates are the best for a position particularly when many candidates present with the same skill set. Assessment tests can help differentiate candidates that are simply qualified from candidates that are a good fit for the organizational culture while qualified at the same time. The article does fail however to mention whether there are any negative effects associated with employment assessment tests, such as the potential for accidentally screening out qualified candidates.
One may conclude that assessment tests can be used as a supplemental form of screening allowing the hiring manager the best potential for hiring the most qualified…
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