Pre-hire assessment, also known as pre-employment assessment, is an essential step in the recruitment process. It aims to evaluate a candidate's technical ability and suitability for a specific job role. These assessments take various forms, such as surveys, tests, or questionnaires, and are scientifically proven to predict a candidate's future job performance.

1.  Aptitude Tests: These tests measure a candidate's specific abilities, such as numerical reasoning, logical reasoning, spatial reasoning, and abstract reasoning.

2. Skills Tests: Skills tests measure an applicant's proficiency in a particular area, such as coding or writing, focusing entirely on ability.

3. Personality Tests: Designed to evaluate a candidate's unique personality traits, these assessments come in two categories: self-report and behavioral assessments.

The benefits of pre-hire assessments include:

1. Saving time and resources: Pre-hire assessments help save time and energy by identifying and filtering out unqualified candidates early in the recruitment process.

2. Predicting job performance: These assessments are scientifically proven to predict a candidate's future job performance, increasing the likelihood of hiring suitable candidates.

3. Ensuring alignment with business outcomes: Pre-hire assessments can help ensure that the employee selection process aligns with desired business outcomes, such as reduced turnover and increased productivity.

4. Streamlining the hiring process: Pre-hire assessments can streamline the hiring process by providing reliable, objective data that predicts job performance.

5. Increasing quality of hire: By identifying the right candidates, pre-hire assessments can help reduce the number of bad hires and improve the overall quality of the hired workforce.

The purpose of pre-hire assessments is to evaluate a candidate's technical ability and suitability for a specific job role, providing employers with valuable insights into their potential employees. These assessments serve several key purposes:

1.  Predicting job performance: Pre-hire assessments are scientifically proven to predict a candidate's future job performance, helping employers identify the best-suited candidates for a particular role.

2. Saving time and energy: By weeding out unqualified candidates early in the process, pre-hire assessments save time and resources that would otherwise be spent on interviews and other stages of the hiring process.

3. Ensuring a fair and objective evaluation: Pre-hire assessments introduce an element of objectivity into the hiring process by providing concrete results that can be standardized across all applicants.

4. Identifying job-critical skills: These assessments can help employers identify one job-critical skill or ability that may not be immediately apparent from a candidate's resume or interview.

5. Improving employee retention:  By selecting candidates who are more likely to succeed in their roles, pre-hire assessments can help improve employee retention and overall department morale.

1. Adverse Impact: A substantially different rate of selection in hiring which works to the disadvantage of certain groups.

2. Predictive Validity: The extent to which the assessment predicts future job performance.

3. Reliability: The consistency of applicants' scores on an assessment.

4. Subject Matter Expert (SME): A person with expert knowledge about a particular job, often involved in creating assessments.

By understanding these terms, recruiters can effectively implement pre-hire assessments to identify the best-suited candidates for specific job roles.