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The quality of a company largely depends on the quality of the employees. Ray Kroc, the founder of McDonald’s, once said that “You’re only as good as the people you hire.”  This is especially true for caregiving, where employees take the customer-client relationship to a very personal level and the quality of the caregiver greatly effects the satisfaction of the client. With caregivers playing such a large part in customer retention and satisfaction, it’s concerning that caregiver turnover rose to 61.6% in 2014, which is 8.4% higher than in 2013.

To address this rising turnover, many companies have begun to use pre-employment testing to identify more qualified candidates and reduce the time and cost of lengthy hiring processes. However, though many employers laud the virtues of testing, there are some potential drawbacks to consider before implementing them. To help you decide if pre-employment assessments are right for your company, here’s a breakdown of some pros and cons:

Pros

1. Identify the best candidates

Recruiters report that over 50% of job applicants do not meet the basic qualifications. Each job requires a unique skill set and personality type. To help ensure that your job applicants have the skills the job requires, without interviewing every single one, you can use a pre-employment assessment to measure aptitude, skills, and personality types.

2. Time-saving and cost effective

For most small business owners, time is not an expendable commodity. Pre-employment tests root out many unqualified applicants from the onset so that only the most qualified candidates reach the interview process.

3. Standardize candidate selection

Pre-employment tests avoid the pitfalls of hiring based on a first impression. Tests are able to maintain equality in the hiring process which hiring managers sometimes lack.

Cons

1. Validity

Though many assessments are well-endorsed and reputable, not all tests are accurate indicators of the traits they claim to measure or of future job performance. Employers need to be able to demonstrate that the test’s results accurately correspond to job performance before making it a determining factor in hiring.

2. Consistency

Pre-employment tests are not always reliable and consistent measures of a given skill. If a test is reliable, a candidate who takes the test today will receive roughly the same score if they take it a week from now. When tests are inconsistent, they cease to be valid measures of future job performance. Each test should be proven for reliability before it is implemented.

3. May violate federal and state laws

All pre-employment testing is subject to federal and state law, and it’s important that your chosen test meets Equal Employment Opportunity (EEO) and Uniform Guidelines on Employee Selection Procedures (UGESP) requirements before being implemented. The Americans with Disabilities Act (ADA) also prohibits pre-hiring evaluations that may be interpreted as “medical exams” or a test of mental health.

Pre-employment tests aren’t for every company; however, when properly implemented, they can reduce employee turnover and save you time and resources in the hiring process.