Pre-Employment Assessment Test

Modernize Your Recruiting

A pre-employment assessment test informs decisions on whether a candidate can be successful in a role, providing a more accurate picture of strengths, challenges and potential than a resume alone.

The HighMatch’s pre-employment assessment test helps hiring managers measure candidates against the personality traits, problem-solving abilities and hard skills that matter most.

Gain valuable insight into a candidate’s motivations, communication style, preferences, and emotional qualities that will directly affect their job performance. You’ll also be able to dive into their preferred working environment, disposition, and general attitudes.

Skills tests provide an unbiased measurement of a candidate’s ability to perform or understand a particular task. These skills assessments vary depending on the position and can involve anything from completing tasks within a software program to imitating a real-life work scenario.

How quickly can employees learn on the job? Do they have strong problem solving capabilities? Aptitude testing answers these questions for employers while measuring areas like logical reasoning, problem solving, critical thinking, and decision-making skills.

Whether you are looking to test for a singular personality trait or cognitive ability, wanting to test for situational judgment or a broader cultural assessment – or simply want to create an entirely custom skills assessment, our Services team can work with you to measure what matters most to your business.

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A Pre-Employment Assessment

Test for the Workplace

Hiring new team members can be time-consuming, costly, and stressful. Candidates with impressive resumes and who interviewed well may end up falling short when it comes to performance because of mismatches between their traits and the job requirements.

To mitigate the risk of making hiring mistakes, many employers use pre-employment assessment tests in their selection practices. Pre-employment testing is a systematic and efficient approach to gathering objective information on candidates.

When assessments are integrated into the hiring process, companies make more informed decisions.

Benefits of a Pre-Employment Assessment Test

Using a pre-employment assessment enhances your hiring process by providing additional insight about a candidate.

An Assessment will help you:

It can take months to truly understand an employee. Assessment tests measure traits that are relatively stable over time, helping hiring managers understand what the person would be like to work with on a daily basis.

For higher volume jobs with a significant number of applicants, assessment test results can be used early in the process to filter out poor-fit candidates, enabling recruiters to focus their time on candidates with the highest potential.

Unconscious bias can creep into the hiring process, with devastating effects. Pre-employment assessments offer a way to balance subconscious feelings and emotions with the reality of what the individual is like, leveling the playing field.

When candidates have little experience, it is hard to gauge their potential. Pre-employment assessment tests analyze how well a candidate’s natural traits and abilities line up with the opportunity, so employers can determine if the person can grow into the role.

Candidates often present the best version of themselves, making it difficult for employers to determine risk factors. Assessment tests provide detailed information on where and how much a candidate may struggle on the job.

Hiring people whose innate traits do not match up with what’s required of the job often results in a turnover. A pre-employment assessment helps you identify and steer clear of potential mismatches.

Assessments outline where a candidate will naturally excel and where he or she may require extra support. Managers use this information to tailor on-boarding, helping new employees get up to speed faster. Once employees are on the job, they are happier and more productive because their innate talents fit the job.

Hiring the wrong employee is expensive regarding training costs, errors made, and cost of replacement. Using pre-hire testing reduces the number of hiring mistakes.

The ROI of Assessments

The price of a hiring assessment is minimal compared to the dollars wasted on interviewing, selecting, and onboarding someone who doesn’t stay.

The Center for American Progress found that the cost to replace an employee who makes less than $30,000 per year is 16% of their salary. The cost to replace someone who makes more than $75,000 is 20% of their salary.

In addition to the tangible costs, the intangible costs of bad hires are significant. An employee who isn’t right for the job impacts the rest of the team, customers, and overall morale.

Businesses who use pre-employment testing to hire better people and reduce turnover often track the return on investment internally and the data is clear. Assessments more than pay for themselves.

HighMatch customers have reduced turnover by 17% to 63% after implementing the assessment.

Curious how much you could save by implementing HighMatch? Connect with a Product Specialist today!

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What Should You Consider
Before Implementing an Assessment?

Whom will You Assess?

You may want to test all candidates who apply or only target certain levels (such as mid-level or management) or certain positions (i.e., sales or customer service).

Ultimately who you should assess should be tied to those positions across the organization where you experiencing hiring challenges.

When will you assess?

Some organizations like to use testing early as part of the application process so that they can screen a larger candidate pool.

Others prefer to administer tests to a smaller group of top candidates at a later stage. The timing of the assessment should be dependent on the size and quality of the candidate pool.

how to engage candidates

It’s beneficial to develop a consistent, positive message for explaining the assessment.

Talking points might include describing what to expect and why it is being used. Lastly, easing any concerns (it’s only part of the decision-making process, there is no pass/fail) is a good idea for mitigating test anxiety.

Assigning weight to results

Test results should always be part of your hiring decision, not the sole basis of it. Assessment data needs to be considered alongside the candidate’s work history, a track record of results, interview outcomes, and information from references.

A balanced overall view of a candidate will offer better decision-making criteria.

Sharing Data with Candidates

While most companies don’t provide candidates with test results, it can be helpful to review key points with the top prospects. Doing so facilitates conversations about their traits and how they relate to job requirements.

Berke offers the option to generate a Participant Report which is designed to be shared.

General vs. Customized 

Some assessments measure the same traits in all candidates and provide an individual’s profile. Others allow the company to establish job-specific target profiles that are unique to them.

Some testing companies, like HighMatch, even have the ability to benchmark all employees in a designated role and then create a job profile.

Buyer’s Guide

Selecting the right assessment solution from the hundreds available can be daunting. To make that process a little easier, we created a Buyer’s Guide.

It’s an objective, downloadable report created by our team of Industrial & Organizational (I/O) psychologists that outlines what to consider when evaluating assessment vendors. 

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How to Find The Best
Assessment for Your Needs


How long does it take to complete the test? Would a long or short test work best for your roles? Does the vendor offer both a short and long version?

Just as you might not want to use a 15-minute basic test for a mid-to-high level position, you may also want to avoid asking an entry-level candidate to devote an hour to completing an assessment.


Where will candidates take the assessment? Can they take it remotely? Is the test mobile-enabled so it can be taken on a smartphone or tablet?

It’s important to consider logistics to ensure administering and completing the assessment is easy for everyone involved.

Generic vs. Job Specific

Will the test provide information that’s general or measured against a specific position?

Many companies like getting information that is more targeted rather than generic and seek data that shows where a candidate matches (or doesn’t match) with their requirements.


How easy is it to interpret test results, understand the terminology used, and get an overall rating of how well a candidate fits with the traits assessed?

You may have the time to attend training and pour through lengthy reports, or you may prefer something more concise that uses graphics and an easily readable format to convey the information.

ATS Integrations

Are you using an ATS as part of your recruiting, application, and screening processes? If so, you’ll want to ensure any tests you’re considering offer the option of integration with your current system.

It’s also important to establish how much technical support you’ll get from the assessment company to ensure the integration process goes smoothly.


Training. Consider how much training will be required to get users on-boarded. Some assessments require extensive training to interpret reports.

If you don’t have the time or resources for learning and development, opt for an assessment that can more easily be implemented and managed.

“Shockingly accurate. Our turnover went from the high 20% range to about 10%, and we’re really enjoying the quality of our new hires.” 

Nate S, Project Manager, Mid-Market Firm

HighMatch Pre-Employment
Assessment Test

HighMatch Talent Insights Platform includes a highly configurable assessment that’s fast, easy to implement and measures both personality and aptitude right out-of-the-box, as well as a fully custom solution that measures individual qualities that matter most to your business.

Both solutions can be combined with skills assessment tests, either from our strategic partnership with a leading skills testing providers, or our native skills offerings.

We also have a Services team of I/O psychologists who can work with you to develop a custom job profile through benchmark studies, perform a job analysis to better understand the role – even create a custom assessment solution that measures those qualities that are unique to your role or culture.

Ready to measure what matters?
Speak to a Product Specialist today.

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