Personnel Assessment tests are designed to predict an employee's communication, job, and team working skills, conflict resolution ability, honesty and integrity characteristics, absenteeism and much more. Today's HR professionals, are using the tests for broader uses. These tests can help determine the need for training, professional development, strengths, and weaknesses. Personnel Assessment tests can help you identify and hire more qualified workers, and improve the overall performance of your company.

Did you know that about 40 percent of all companies use Personnel Assessment tests in the United States and it is growing each year by 5 to 10 percent? This is in response to the 15 to 25 billion dollars a year that it costs the nation's employers due to theft in the workplace, and thirty percent of all business losses can be attributed to employee theft. Violence in the workplace is also a significant factor in using Personnel Assessment tests. In the U.S., an average of 20 workers are murdered and 18,000 are assaulted while at work or on duty every week!

These tests can also reduce an employer's liability with negligent hire cases. Employers are finding it necessary to provide as much evidence as possible to show that they thoroughly investigated an employee's background before hiring, and were not negligent in their decision.

How do you know which test in right for your applicant or post-hire employee? When determining an assessment tool for your employee, it is important that you look for the following: The test should meet or exceed all Federal and State requirements including the EEOC (Equal Employment Opportunity Commission 1972), ADA (Americans with Disabilities Act), ADEA (Age Discrimination in Employment act of 1967), CRA (Civil Rights Act 1964, 1972 Title V11 Tower Amendment & Title 1 1991), and Uniform Guidelines on Employee Selection Procedures 1978. The test should have proven reliability and validated research study results available for review and are having results validated routinely.

What kind of tests could be used? Rating Scale or ability tests use restrictive responses such as true or false answers, and measure a persons skills needed for a new position. This test will demonstrate how the employee will effectively deal with demanding training, their ability to learn, and achievement. Free Response Measures or aptitude tests measure aptitude and inborn potential, but not achievement. Another consideration is that the test evaluator should be very well trained on the test interpretation guides, and knowledgeable on what particular skills and attributes are needed for the positions in question.

In conclusion, Personnel Assessment testing should be used in conjunction with other evaluation means, including: interviews, pre-employment screening, drug testing, and skills testing. The number of companies that are using these tests is rapidly increasing due to the need for more qualified and trustworthy employees. Be sure to choose a test that is Federal & State compliant and has reliable and accurate results. For more information call 1-800-969-4300 and ask about Accutrac Personnel Testing or go to: www.hrprofile.com.

Human Resource ProFile, Inc.
8506 Beechmont Ave.
Cincinnati, Ohio 45255
1-800-969-4300
www.hrprofile.com

US Department of Labor, http://www.dol.gov/ilab, Tri-National Conference on Violence as a Workplace Risk

SHRM.org., HR Magazine, Feb. 2002, Personality Counts- http://www.shrm.org/HR%20Magazine/

Findlaw.com, Thelen, Reid & Priest, Dec. 1999, Personality Testing in Employment- http://www.library.findlaw.com

HR E-lerts by Business & Legal Reports, Kathleen Groll Connolly, January 2003, Workplace Personality Testing Increases, http://www.performanceprograms.com

Wikipedia, http://en.wikipedia.org/wiki/Psychological_testing

Indianmbacom, Dr. S. Sabesan, Mar. 21, 2006, Psychometric Testing, http://www.indianmba.com/Faculty