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While most employers evaluate job candidates on their skills and experience, many companies are increasingly using personality measures to determine whether a candidate is a good fit. According to a survey from the Society for Human Resource Management, nearly 20% of employers say they use some type of personality test as part of the hiring process.

In a new study published in the journal Perspectives in Psychological Science, psychologists Paul R. Sackett and Philip T. Walmsley of the University of Minnesota analyzed several large data sets of hiring and job performance information to find out which personality attributes companies value most.

Sackett and Walmsley used a well-established model for measuring personality known as the Big Five as the theoretical basis for their study. In the Big Five model, an individual's personality can be described using measures of five personality traits: conscientiousness, agreeableness, emotional stability, extraversion, and openness to experience.

The researchers analyzed a large set of data on job interviews to find out which personality traits companies look for when they're hiring. Much of the data came from an analysis of structured job interviews, in which employers assess candidates for particular personality traits in order to make sure they're a good fit for the job and overall work environment. For example, a company that is hiring a salesperson would want to assess job candidates for the traits of extraversion and friendliness to make sure they're likely to work well with customers.

After crunching the numbers, Sackett and Walmsley found that conscientiousness-which involves being dependable, persevering, and orderly-was by far the most highly sought after personality attribute for job applicants. Agreeableness-being cooperative, flexible and tolerant-was the second most prized personality trait.

But, do these personality traits predict how well someone will actually perform on the job?

To find out, the researchers looked at the relationship between personality traits and three work performance criteria: whether an employee is able to complete their work to satisfaction, how often an employee goes above and beyond at work, and how often they engage in negative behaviors.

Again, conscientiousness and agreeableness came out on top. In the analysis, conscientiousness was the trait most closely associated with overall job performance, with agreeableness coming in second.

The researchers also analyzed data indicating the specific skills and qualities needed to be successful at over a thousand different jobs, drawn from a Department of Labor database called O*NET. They wanted to find out which of the Big Five personality traits are most often cited as important qualities for success across the entire American workforce.

The researchers found that overall attributes related to conscientiousness, agreeableness, and emotional stability were considered important for a wide variety of jobs from construction to health care.

"In conclusion, our findings provide robust evidence that attributes related to Conscientiousness and Agreeableness are highly important for workforce readiness across a variety of occupations that require a variety of training and experience qualifications," write Sackett and Walmsley.

Although conscientiousness is, on average, the most highly valued attribute, the researchers caution that specific occupations may have different rankings for personality traits. However, Sackett and Walmsley also advise that knowing which traits are highly valued generally could be helpful information for students or people who haven't yet decided on specific career goals.
Reference
Sackett, P. R, Walmsley, P. T. (2014). Which Personality Attributes Are Most Important in the Workplace? Perspectives on Psychological Science, 9(5), 538-551. DOI: 10.1177/1745691614543972

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Which Personality Traits Are Most Important to Employers?

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While most employers evaluate job candidates on their skills and experience, many companies are increasingly using personality measures to determine whether a candidate is a good fit. According to a survey from the Society for Human Resource Management, nearly 20% of employers say they use some type of personality test as part of the hiring process.

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Internal recruiting is hiring and promoting candidates that already work for you. External recruiting is looking for new hires outside your organization. Therefore, internal vs. external recruiting isn't really an either/or situation as most successful companies typically do both. It is in a business's best interest to look at all recruitment options.

We wish to thank Indeed for sponsoring this article. Like many free and paid job boards, Indeed can help make recruiting easier, regardless of whether you're looking for internal or external candidates. Try Indeed and get $50 off your next job ad.

When to Use Internal vs. External Recruitment Sources

When a company is a startup, hiring from the outside is the only option if you want more than family members and college buddies working for you. However, after your company gets to about 20 employees or so, it's best to start considering internal candidates for promotion. In fact, you can do both. Give internal candidates a chance to apply and interview for open positions and, if none are strong enough, then open it up to external job seekers.

Some HR advocates suggest giving existing staff a two- to three-week lead time to apply and interview for open jobs in the company before you post that same job to external candidates. Often, promoting talent from within requires you to invest in people development, such as training and education, which can mean online courses or even the chance for an employee to earn a college degree. Below are other some considerations for when it's best to consider internal vs. external hires.

Internal vs. External Hires - When Each is Best

There are ways to overcome some of the drawbacks of either internal or external hires. For example, to overcome a drawback of not having enough college graduates among your current staff, you could create a tuition reimbursement program; whereas to overcome the culture fit and performance issues you may encounter with external hires, consider creating a robust onboarding, mentoring and training program for them.

Internal Recruiting

Internal recruiting is when you search for existing employees to hire or promote from within your organization. Depending on the data source, companies report that between 15% to 28% of hires are internal. We believe that number would be higher if more than only 2.3% of employees applied for internal jobs. Unlike new hire data reported to the state, internal hiring data like promotions is not; it's self-reported and calculation methods vary.

We believe the benchmark to target for internal hires is close to 30% with about 70% of new hires coming from the outside because that's what "best in class" companies do as shown in the chart below. In fact, many international companies target an even higher internal recruitment goal - as much as 55% or more. Below is a chart showing the share of positions filled internally at the "Best Companies to Work For."

Benefits of an Internal Hire

The primary benefit of hiring internally is that it costs less to promote someone from within than to source an external candidate. In addition, that person already knows the company. Other employees will see the promotion as an example of career growth. In fact, Jobvite states than internal hires are up to 18 times more effective as a candidate source than external hires. Here are some other benefits of hiring internally:

Lower costs - Internal candidates cost 50% less to hire

Faster ramp-up - Internal candidates have a shorter learning curve - they already know the team and culture

Reduced time to fill - You're often able to fill an open job faster by promoting from within

Lower risk - You'll have a lower risk of making a bad hire as your candidate is a known entity - in terms of personality, work style and on-the-job performance

Improved employee engagement - You'll improve morale by giving existing employees a chance to move up

Build talent - Promoting internal candidates supports your succession planning

Drawbacks of an Internal Hire

Depending on the size of your company, there may be drawbacks to hiring internally. The most noteworthy one is the small number of candidates available that may have the right skills. For example, if your company has only 10 staff members, it's possible that no one currently working there is able to step into a specialized position. In addition, hiring from within may cause employees who were passed over for promotion to feel resentful.

Promoted employees may also need significant training to help them be successful in their new role, managers may not want to give up their staff or leaders may not see a team member's potential outside of their current role. However, the biggest downside of hiring internally is the lack of cultural diversity and new ideas that occur when you bring in experienced candidates from the outside.

How to Create an Internal Hiring Process

Creating an internal hiring process requires that you set up ground rules. For example, some firms require an existing employee to be in their current job for 12 to 18 months before being allowed to apply for a new position in the company. Almost half of employers require the internal candidate to notify their manager that they've applied for an internal role.

As CareerXRoads illustrates in the chart below, up to 25% of companies don't allow managers or human resources to recruit internal talent other than to post a job and hope an employee will apply. You'll need to determine your internal posting guidelines before creating an internal hiring process.

It's best to inform your current employees of the internal job application process. That can be done by documenting your policy using language like the sample text shown below and by adding it to your employee handbook.

Sample Internal Application Policy to Add to Employee Handbook

ABC Company strives to promote from within. Therefore, we urge employees who have been in their current job for at least 18 months to consider applying for open positions posted on our company career page. We expect that you will notify your current manager of your job application to another position at the time that you are called for an interview. (If you are not called for an interview, there is no reason to alert your manager.) Internal candidates will be given priority on most job openings, unless the skills are such that no internal candidates are likely to be eligible, per management's discretion.

5 Steps to Sourcing Job Candidates Internally

After solidifying your policy and communicating it to staff, internal recruiting and hiring can be done in five simple steps, which are not much different than your standard recruiting and hiring process.

1. Identify the open position using a job description.

2. Post the job internally using your website's careers page or a job board like Indeed (see example below).

3. Consider making the job eligible to "internal candidates only" for the first few weeks.

4. If permitted, approach or email qualified internal candidates asking them to complete a job application.

5. Complete the screening, interviewing and hiring process like any other job opening.

External Recruiting

External recruiting is the process of looking outside your organization to fill a job opening and is typically done by posting the open position on a job board or website. External recruiting is what most managers and HR staff think of when looking for a candidate to fill an open position. Indeed is the job site that provides the most external candidates to fill open jobs, so it's not a bad place to start when you're looking for an external hire.

Other sources of external hires are staffing agencies, campus recruiting events, job fairs, walk-ins, job ads, social media and company websites. Increasingly, employers are also making job applications available via mobile applications to appeal to the high percentage of external job seekers who use mobile devices to find jobs, as shown below:

78% of millennials use mobile apps to find jobs

73% of generation Xers use mobile apps to find jobs

57% of baby boomers use mobile apps to find jobs

If there are so many benefits to hiring internally, then you may logically conclude that hiring externally isn't a great idea. But the truth is that you need to do both. As your company grows, you'll need skills that existing employees may not have, or you may simply need more employees - period.

Benefits of an External Hire

Hiring externally gives you the chance to bring in skills, knowledge, experience and expertise in areas that can shore up your current employee base. Some of the benefits of hiring external candidates are:

Broader talent pool - there are millions of people available for work and the skill set you need is most likely out there

More diversity - you can round out your team with diverse personalities and work styles with people of different age groups and backgrounds to individuals with creative personalities and innovative ideas

Industry expertise - often external candidates can bring you industry expertise or experience from a competitor that you may need in order to improve your business processes, products or innovation pipeline

More people for growth - when you grow from 50 to 100 employees, you just need more people, and those are going to come from outside the organization as external hires

Drawbacks of an External Hire

The biggest drawback of hiring talent from outside the organization is that it costs more; you often have to pay to advertise a job in order to find the right candidate. That takes more time. In some cases, external candidates aren't as successful at adapting to your culture as an internal candidate might be. Drawbacks include:

Increased hiring cost - The average cost to hire is between $4,000 - $15,000 per job candidate. External candidates cost nearly twice what internal candidates cost to hire.

Longer time frame - The average time it takes to get through the interview process is about 22 days. It takes between 39 to 43 days to hire an external candidate.

Longer learning curve - External candidates need more time to get up to speed, as they not only need to learn the job but also get to know the people and how to work within the organization's culture.

See productivity comparisons above showing the difference in internal hire performance as compared to external hires over the first 12 months in a new job. Note that external candidates start out with lower productivity and take more than a year to catch up.

Higher turnover rate - some data show that external hires, especially at the management level and up, tend to have higher rates of turnover

Higher risk - every time you bring someone new into your organization, you may be introducing costly risk in terms of a potential bad hire

So, when you're hiring externally, you'll need to ensure you've got a solid recruiting process and a robust onboarding process to overcome some of these drawbacks.

Software Tools to Assist in Recruiting

Regardless of whether you hire internal vs. external candidates as part of your recruitment strategy, you'll need tools to share those job openings - such as on your existing business website or on a free job board. To keep track of internal and external candidates, it's best to use some form of an applicant tracking system (ATS) to manage the recruiting process.

In fact, job boards like Indeed often interface with existing ATS tools to manage the recruiting process.

Website Job Posting

Both internal and external hires can be sourced using a job board or a "careers page" on your business website. If your job posting is formatted correctly by including job title, description and each job on its own page, Indeed and other employment search engines will likely find and "pick up" your job posting by default.

For more on getting your website job openings to show up on Indeed, read our article on how to maximize your Indeed job posting.

Job Boards

There are many free and paid job boards with most offering a combination of both. For example, a free job site like Indeed, allows you to sponsor jobs so that your job postings get moved to the top of job seeker's search results. That makes them visible to more applicants.

To promote your open jobs to internal employees, you can send them an email or post a link to the job ad on your intranet or employee website portal. Sharing jobs with internal candidates is as easy as sending them an email with a link like the one shown below.

Applicant Tracking Systems (ATS)

Many larger companies invest in an applicant tracking system. An ATS helps them keep track of candidates in the pipeline. Some job boards like Indeed offer those features for free or at a low cost when you post or advertise jobs on those sites. Below is an example showing how Indeed tracks candidate status similar to an ATS using its Candidate Management tool.

Like many job boards, Indeed also has an employer dashboard, shown below, that lets you view summary information by job or candidate. You can see for example which candidates have been interviewed and when.

Job boards like Indeed can often interface with your ATS or HR/payroll system. Once you hire an external applicant, their data can move smoothly to your existing software to allow them to be onboarded, complete new hire paperwork and get paid.

Interviewing Tools to Assist in Internal & External Recruiting

The following are recruiting tools available in most applicant tracking systems and job boards that make it easy for you to schedule interviews, ask questions and score internal and external applicants as part of a typical recruiting process.

Automated Email Messages

While you'll have fewer internal applicants, the number of external applicants can be overwhelming. It's helpful to have standardized email templates at every stage of the recruitment process. For example in Indeed, you can create a template to confirm that you've received a candidate's resume and another to contact them for an interview.

Screening Questions

For some positions, you'll want to be able to screen candidates, whether internal or external, to ensure they have the temperament and job skills needed. Many ATS systems and job boards offer these features, including Indeed, which allows you to ask open-ended questions that evaluate a candidate's fitness for the job.

In addition, Indeed provides screening tests that you can send to candidates to evaluate their job skills, as shown below. This is an easy and nondiscriminatory way to verify that your internal applicants have the skills needed to do the job they're applying for.

Scorecards

To ensure candidates are not subject to discrimination and are instead rated fairly based on how well their education, skills and work experience match the job, behavioral interview tools and scorecards can be used to compare interviewer's feedback for a candidate. You may even want to compare candidates side by side. Indeed has options to help you view notes so that you can choose the best candidate overall.

Avoid the Cost of a Bad External Hire

A study of recruiters found that 63% are concerned about not being able to find enough suitable candidates. It costs more to hire someone externally vs. internally, and the turnover rate is also higher for candidates sourced outside the organization. So, it's no surprise that there's pressure to find job candidates, whether from inside the organization or outside.

However, 62% of businesses have admitted to making a bad hire. Accordingly, 41% of employers put that cost at about $25,000 per hire and 25% of employers put the cost of a bad hire at $50,000 or more. Therefore, when you choose to hire externally, make sure you do a solid job of sourcing the right candidate, as well as onboarding them to maximize their on-the-job success.

The Bottom Line on External vs. Internal Recruiting

There's no best answer for the right mix of internal vs. external hires that you should target for your business. However, promoting from within benefits your company, your employment brand and your employee morale - not to mention the fact that it's cheaper than hiring external candidates.

We'd like to thank Indeed for sponsoring this article, and for offering readers $50 in advertising credits toward sponsoring their first job post on Indeed.

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Internal vs. External Recruiting: Tips, Tools & Benchmarks

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Internal recruiting is hiring and promoting candidates that already work for you. External recruiting is looking for new hires outside your organization. Therefore, internal vs. external recruiting isn't really an either/or as most successful companies typically do both. We recommend a 30/70 ratio.

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There's nothing worse than working somewhere that expects you to do something but won't enable you to do it...

It's like asking a dog walker to walk your dog without a leash...

Or asking a tailor to adjust your suit without giving your exact measurements...

It's also like asking anyone to complete a task without properly training them on how to do it.

Whether it comes in a one-on-one training format or full-fledged training sessions, employees always need trainings and refreshers on how to best perform their jobs and contribute to achieving corporate goals. Receiving continuous education also means they're always on the cutting edge of industry developments.

This blog post will take you through the 6 different types of employee training programs that are necessary for every company to deliver, and that can be hosted online.
Why host employee trainings online, you say? Well, because that way you get to...

Save time and money, since no one needs to be scheduled to give the trainings at different time slots with every new update or batch of new hires

Guarantee informational consistency across all levels, so you can rest assured that everyone gets the same information and training

Train multiple locations at various times at no extra cost

Digitally track and assess training completion - sign up sheets are so outdated!

Provide employees with easy access to information, reducing uncertainty, misinformation and error.

Later on, this post will show you how to host employee trainings online. But first, here are 6 types of online employee trainings:

1. Orientation

Orientation is the most common type of employee training. It's a one-time event formally welcoming and introducing new hires to your company within their first week on the job. This training tends to be relevant to all company-wide roles and departments.

Orientation trainings are usually prepared by HR on big-picture topics such as:

Company mission, vision, and values

Corporate culture

Organizational structure and leadership team intro

Mandatory new-hire paperwork

Overview of benefit plans

Administrative procedures (computer logins, extension, email setups, etc.)

Key corporate policies

2. Onboarding Training

Contrary to a very common misconception, orientation and onboarding are actually different types of employee trainings.

While orientation training is a one-time session with a checklist-style agenda delivered to everyone in the company, onboarding training is a series of department-specific sessions that take place over a longer period of time. It is strategically created with the goal of enabling new employees to be as successful as they can be in their new roles in the shortest period of time.

Onboarding trainings ideally start on the first day of employment and may carry on throughout the first year as needed. It is prepared by department leaders with the focus of reaching departmental goals and connecting them with overall company objectives. Topics should, therefore, address employee needs and provide them with easy access to information and skills that they need to do their jobs efficiently and maximize employee engagement.

A holistic onboarding training program should focus on more than the technical aspects of a job. It should also offer education on ways to stay engaged and productive at worked. A good example of such content is Mindfresh TV, a Uscreen video website that teaches modern mindfulness at work.

Through 5 minute online sessions, Mindfresh videos teach anyone who works at works at a desk to boost body posture, decrease stress levels and increase productivity at work. This type of training is a great educational component to add to your company's employee onboarding training.

Effective and successful onboarding trainings gradually bring new employees up to speed much quicker than if left to fend for themselves. An effectively executed onboarding training will also free up a lot of leadership time because most answers to questions would be available within the training.

3. Technical Skills Development Training

No matter what technical level your employees are at, there is always room for improvement. Technical (hard) skills include the know-how of doing things like data analysis, content writing, social media management, coding, programming, etc.

Technical skills training is a fundamental employee education component because it's the main way your employees will know how to technically do their jobs right. And for those who already know how to do their jobs, we guarantee they still have more to learn. Employees need to engage in ongoing learning on a regular basis to stay up-to-date with the latest developments.

MTD Training Group has great technical skills development training content that can serve as inspiration for your training content. MTD is a training center that uses Uscreen to provide a full range of blended learning solutions on sales and management skills development topics, including videos, podcasts, e-learning and online support solutions.

Technical skills development programs can be included in the onboard training program or can be delivered to any existing employees who can use a little more development. There is always something new to learn.

4. Soft skills development training

How your employees act is just as important and what they know - that's why soft skills are so essential for growth. Soft skills are personal attributes that enable employees to interact effectively and harmoniously with other people in the workplace, including co-workers, management, and customers.

Studied have actually shown that a gap in basic soft skills among company employees affects company success and increases turnover rates.

Soft skills trainings are useful for new and existing employees of all levels and are an extremely effective way to build an efficient, respectful and collaborative culture - ultimately affecting the bottom line.

Some topics to consider covering in your soft skills training include:

Communication skills

Presentation skills

Problem-solving skills

Conflict resolution

Leadership skills

Emotional Intelligence

Time management

Ethics

Teamwork

Adaptability

A great example of online soft skills training video content can be found at Leadercast, one of Uscreen's best-performing customers.

Leadercast is a leadership development consultant that uses Uscreen to host current, relevant and inspiring content for its clients. It is a full suite of learning solutions designed to meet the leadership development needs of all employee learners and serves as a solution map throughout the continuous learning spectrum.

5. Products and services training

Product trainings can either be a part of onboarding for new comers or can be available for any employees who need refreshers on the products and services the organization offers. This type of training can also be used to educate staff on newly introduced products, services or features so they are always up to date.

6. Mandatory training

Depending on where your company is located and the industry it operates in, certain employee preparedness and training regulations may apply.

For instance, public-sector employees are often required to take occupational health and safety trainings and refreshers. Establishments with liquor licenses need their server employees to be alcohol-safety certified. And a few state laws require both public and private companies to deliver sexual harassment trainings to employees.

Governments will often provide these trainings themselves, and since it's 2017, they usually exist online in the form of slides and videos. With online access to these trainings, you can integrate them into your online employee training website to consolidate all required training in one centralized hub.

Hosting your company's employee training online

With 6 different types of employee training programs that your company needs to deliver, hosting your training portal online is the easiest and most cost-effective way to do it. Whether you decide to host all your trainings online or start off with just a few, Uscreen is the platform that can serve you best.

Uscreen is a video streaming platform that allows you all the flexibility and none of the hassle of building a video website. Uscreen provides the ultimate personalized video-distribution platform with a login wall, offering your company the opportunity to host its own customized training portal to populate with films and videos, case studies, planned readings and quizzes to bring your employees up to speed.

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6 Different Types of Employee Training Programs | Uscreen

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There's nothing worse than working somewhere that expects you to do something but won't enable you to do it... It's like asking a dog walker to walk your dog without a leash... Or asking a tailor to adjust your suit without giving your exact measurements...

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https://hbswk.hbs.edu/item/the-strategic-way-to-hire-a-sales-team

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Is it legal for employers to conduct pre-employment tests and background checks on job applicants? The short answer is yes. Companies can test applicants for employment. The longer answer is that the tests must be non-discriminatory and the tests must be properly administered and validated.

If you're being considered for a job and have been asked to take some kind of test, you may be wondering what the test is for, how it will influence your chances of being hired, and perhaps whether it's even legal.

Here, to help put such requirements into perspective is a brief overview of pre-employment testing.

Legality and Function of Pre-Employment Testing

Employers often use tests and other selection procedures to screen applicants for hire. Some of these tests are closely focused on job-related skills and abilities, but others collect personal information for various purposes and are somewhat controversial.

While legitimate concerns exist, pre-employment tests are legal, provided the company does not use the test results to discriminate on the basis of race, color, sex, national origin, religion, disability, or age (that is, to exclude applicants only because they are 40 years of age or older). Employment tests must be valid and must relate to the job for which you're applying.

A major exception is lie detector tests, which are illegal in most circumstances, both before and during employment, thanks to the Employee Polygraph Protection Act (EPPA).

The type of testing discussed here is distinct from the testing required to earn professional certifications and licenses. The difference is that certifications and licenses are required by law or by industry standards, and are not part of the hiring process for individual employers.

Types of Employment Tests

Employment tests may look at who job candidates are, what they can do, or whether they can safely perform the physical tasks of the job.

Ideally, these tests serve as tools for the hiring manager, and a way to avoid bias in hiring.

Personality Tests
Personality tests assess the degree to which a person has certain traits or dispositions or predict the likelihood that a person will engage in certain conduct. Ideally, the objective is to determine if a candidate will be a good fit for the job and the company. Personality tests are usually written in such a way as to reveal any attempt at dishonesty. The goal of employment personality testing is to hire people who fit the profile of the ideal employee the organization is seeking.

Talent Assessment Tests
Talent assessments are utilized to help predict a new hire's job performance and retainability. The focus is on potential skills and abilities, as distinct from either personality or developed skills revealed by an applicant's work history. These types of tests help answer questions about whether the applicant will be successful if he or she is hired.

Cognitive Tests
Cognitive tests are used to measure a candidate's reasoning, memory, perceptual speed and accuracy, and skills in arithmetic and reading comprehension, as well as knowledge of a particular function or job. Cognitive function is roughly what most people mean by "intelligence," although true intelligence has many other aspects as well.

Emotional Intelligence Testing
Emotional intelligence (EI) is an individual's ability to understand his or her own emotions and the emotions of others. Strong emotional intelligence is important for most jobs and critical for some since emotionally intelligent people have the ability to work well with colleagues, interact with the public, and handle disappointments and frustrations in a mature and professional way.

Pre-Employment Physical Exams
Employers may require a pre-employment physical examination to determine the suitability of an individual for a physically demanding or potentially dangerous job. Pre-employment physicals are used to determine whether an applicant has the physical ability and stamina required to do the job.

Physical Ability Tests
Physical ability tests measure the physical ability of an applicant to perform a particular task or the strength of specific muscle groups, as well as strength and stamina in general.

There are several types of drug tests that candidates for employment may be asked to take. The types of drug tests which show the presence of drugs or alcohol include urine drug tests, hair-drug or -alcohol testing, saliva drug screen, and sweat drug screen. It is important to note that while most alcohol tests determine whether the subject is currently intoxicated, nothing equivalent exists for any drugs. Drug tests determine whether the subject has used certain chemicals any time in recent weeks or months.

English Proficiency Tests
English proficiency tests determine the candidate's English fluency and are typically administered to candidates whose first language is not English.

Sample Job Task Tests
Sample job task tests including performance tests, simulations, work samples, and realistic job previews, assess a candidate's performance and aptitude on particular tasks. Think of these as something like an audition.

Tests for Restaurant Jobs
Restaurants may test job applicants as part of the screening process to determine how much they know about the business, and how well they would be able to handle the job.

Background Checks and Credit Checks

Criminal background checks provide information on arrest and conviction history. Credit checks provide information on credit and financial history. Here's why, when and how employers check out job applicants.

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The Different Types of Pre-Employment and Screening Tests

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Is it legal for employers to conduct pre-employment tests and background checks on job applicants? The short answer is yes. Companies can test applicants for employment. The longer answer is that the tests must be non-discriminatory and the tests must be properly administered and validated.