Some HR professionals begin their staffing role believing that a paper-and-pencil test can be a cure-all for almost all staffing situations

While paper-and-pencil tests can be a useful tool in the hiring process, they should not be used as a cure-all. Tests can be helpful in screening out candidates who are clearly not qualified for a position, and they can also be used to identify candidates who may have the potential to be successful. However, tests should not be used as the sole basis for hiring decisions. Factors to Consider When Selecting a Test When selecting a test to use in the hiring process, it is important to consider the following factors:

• The job requirements: The test should be relevant to the job requirements and should assess the skills and knowledge that are necessary for the position.
• The reliability of the test: The test should be reliable, meaning that it should consistently measure the same thing over time.
• The validity of the test: The test should be valid, meaning that it should measure what it is intended to measure.
• The cost of the test: The test should be cost-effective, meaning that it should provide enough value to justify the cost of administering it.

Using Test Results to Screen Candidates Once you have selected a test, you can use the results to screen candidates for the position. You can focus only on the extremes or the midpoints, or you could use some other method. The best method for you will depend on the specific job requirements and the characteristics of the candidate pool. If you focus on the extremes, you will only consider candidates who score very high or very low on the test. This can be a good strategy if you are looking for candidates who have a very specific set of skills or knowledge. However, it is important to note that this method can also exclude qualified candidates who do not score well on the test. If you focus on the midpoints, you will only consider candidates who score around the average for the job. This can be a good strategy if you are looking for candidates who have a general level of competence. However, it is important to note that this method can also include candidates who are not a good fit for the job. If you use some other method, you will need to develop a clear rationale for how you will use the test results to screen candidates. This rationale should be based on the job requirements and the characteristics of the candidate pool. Justification for Rationale The best rationale for using a test to screen candidates will vary depending on the specific job requirements and the characteristics of the candidate pool. However, some general justifications for using a test include:

• To identify candidates who have the skills and knowledge that are necessary for the position.
• To eliminate candidates who are clearly not qualified for the position.
• To narrow down the candidate pool to a manageable size.
• To provide a basis for further screening, such as interviews or other assessments.

Examples of How Tests Are Used in the Hiring Process Here are some examples of how tests are used in the hiring process:

• The Wonderlic Personnel Test (WPT) is a 50-question, 12-minute test that measures general cognitive ability. The WPT is used by a variety of organizations, including Ameritas Life Insurance and the National Football League.
• The SAT, ACT, GMAT, and GRE are standardized tests that are used to assess applicants to colleges and graduate schools. These tests measure a variety of skills, including reading, writing, and math.
• Skills tests are used to assess a candidate's ability to perform a specific task or skill. Skills tests are often used in the hiring process for positions that require technical skills, such as computer programming or data entry.

Conclusion Paper-and-pencil tests can be a useful tool in the hiring process, but they should not be used as a cure-all. Tests can be helpful in screening out candidates who are clearly not qualified for a position, and they can also be used to identify candidates who may have the potential to be successful. However, tests should not be used as the sole basis for hiring decisions. It is important to use a variety of assessment methods, such as interviews, reference checks, and skills tests, to make informed hiring decisions.  

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