A screening test in job selection is a means of evaluating candidates for a particular role at a company. It is a type of employment testing that typically accompanies or follows a job application, while preceding a phone interview or formal job interview. Screening tests assess a candidate before or in between interviews to determine their technical competencies or soft skills. The purpose of a screening test is to determine if a candidate has the qualifications necessary to move forward in the hiring process.
Screening tests can be used to evaluate a candidates knowledge, skills, attitudes, personality, and emotional intelligence. They can be multiple choice, yes/no, rank-order, or open-ended questions. Screening tests should be given to all applicants equally to ensure a more accurate and fair hiring process. They are usually included in the toolkit of modern HRM systems where an entire hiring team can evaluate the candidates answers.
Employers use screening tests to identify potential risks or red flags that may impact the candidates ability to perform the job or fit into the company culture. Pre-employment screening tests are an objective, standardized method of determining a candidates suitability for the role. They can also help reduce resume screening time and replace phone interviews.
Examples of screening test questions based on several competencies include:
- Please give an example when you had to explain to your supervisor a problem you encountered while working on a project.
- Tell us about a successful presentation you made.
When one needs to decide between two candidates at the final stage of recruitment, or to determine whether the applicant has the skills required for a given vacancy, it is necessary to perform a screening test. An HRM system can automate screen testing from templates to final results and implement this experience in the job funnel.
