Pre-Employment Assessments

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.

HighMatch Will Help You…

Identify the traits and abilities that affect performance & culture fit.

Identify which candidates are likely to succeed (based on innate qualities).

Conduct more effective, consistent interviews with tailored interview guides.


Improve the efficiency of your hiring process, saving you time and money.

Dramatically reduce turnover and increase employee retention.

Create a more inclusive hiring process devoid of unconscious bias.

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


Gain insight into a candidate’s motivations, communication style and emotional qualities that will directly affect job performance.


Cognitive aptitude tests help employers understand a candidate’s ability to get up to speed quickly and solve problems.



They Trust HighMatch

A Pre-Employment Assessment

Test for the Workplace

Hiring can be time-consuming, costly, and stressful. Candidates with impressive resumes and good interviews may fall short due to mismatches between their traits and the job requirements.

To mitigate this risk, many employers use pre-employment assessment tests, a systematic and efficient approach to gathering objective information, in their selection practices.

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 potential. Pre-employment assessments analyze how well natural traits and abilities line up with the job, 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 they may require extra support. Managers use this information to tailor on-boarding, helping employees get up to speed faster and increasing speed to productivity.

Hiring the wrong employee is expensive; training costs, errors made, and cost of replacement, let alone the impact to team and company morale, all add up to significant costs. Using pre-hire testing reduces the number of hiring mistakes.

VIDEO TESTIMONIAL

Wayne Homes uses HighMatch to Identify the Most Qualified Applicants

Hear from Michael Luckie-Ewing, former VP of People and Culture at Wayne Homes, a custom home builder serving five states for over 40 years.

Michael and his team used HighMatch to better filter applicants for the qualities and skills that contribute to success across every role in their organization.

The ROI of Assessments

The price of a hiring assessment is minimal compared to the dollars wasted on hiring someone who doesn’t stay on the job.

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 and reduce turnover often track the ROI 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!

Get started

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 positions.

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 test early as part of the application process so that they can screen a larger candidate pool.

Others prefer to test a smaller group of top candidates at a later stage. Timing 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 to mitigate test anxiety might include describing what to expect, why it is being used an dhow it factors into decision-making.

Assigning weight to results

Assessment data should be considered alongside the work history, past results, interview outcomes and references.

A balanced overall view of a candidate will offer better decision-making criteria than making a decision on test results alone.

Sharing Data with Candidates

Reviewing key points with top prospects can facilitate good conversations about their traits and how they relate to the job.

Berke offers the option to generate a Participant Report which is designed to be shared and is positive in nature.

General vs. Customized 

Some assessments measure the same traits in all candidates, while others establish job-specific target profiles.

Some companies, like HighMatch, can benchmark 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. 

download now

How to Find The Best
Assessment for Your Needs

length

How long does it take to complete? Would a long or short test work best? Does the vendor offer the ability to shorten it?

Just as you might not use a 15-minute test for a senior position, you should avoid asking entry-level candidate to devote an hour.

location

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

It’s important to consider logistics and location 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 or culture?

Many companies like getting more targeted data that shows where a candidate matches with their requirements.

Readability

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 time to attend training and go through lengthy reports, or you may prefer something more concise that uses graphics and an easily readable format.

ATS Integrations

Are you using an ATS as part of your recruiting processes? If so, you’ll want to ensure tests 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 extensive training, 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 includes a highly configurable assessment that’s fast, intuitive 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 team of workplace psychologists who can work with you to develop a custom job profile and perform a job analysis to better understand the role.

Explore Pricing

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

Get Started