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A pre-hire assessment (or pre-employment assessment) is a test or questionnaire that candidates complete as part of the job application process. The use of a valid and expert assessment is an effective way to determine which applicants are the most qualified for a specific job based on their strengths and preferences.
It is a type of employment testing that typically accompanies or follows a job application, while preceding a phone interview or formal job interview. [1] Employment screening tests are typically forms or questionnaires composed of test or interview-type questions. The questions may be multiple choice, yes/no, rank-order or open-ended.
Examples of overt integrity test are: London House Personnel Selection (PSI), the Reid Report, the Stanton Survey, and the Phase II Profile. The Reid Report evaluates social behavior, substance use, work background, optimism, persistence, influence, valuing of interpersonal relationships, self-restraint, willingness to help others with tasks. [5]
Employment testing is the practice of administering written, oral, or other tests as a means of determining the suitability or desirability of a job applicant. The premise is that if scores on a test correlate with job performance, then it is economically useful for the employer to select employees based on scores from that test.
Individuals must also give consent in order for the employer to obtain a credit report. Pre-employment credit reports do not include a credit score. A pre-employment credit report will show up on an individual's credit report as a "soft inquiry" and do not affect the individual's credit score. [36]
Reports on the Application of Accounting Principles full-text: July 1986 51: Reporting on Financial Statements Prepared for Use in Other Countries full-text: July 1986 52: Omnibus Statement on Auditing Standards-1987 full-text: April 1988 53: The Auditor's Responsibility to Detect and Report Errors and Irregularities full-text: April 1988 54
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