Pre Employment Testing: what you should know

Should you keep using DiSC in selection?

Pre Employment Testing is a common practice for many businesses. Once you have a pool of candidates that have applied for a position in your company, using a standardized process to select the best candidate to interview is crucial. this process has been around since the 1950s, and it is still being improved upon today.

In years past, DiSC was used as a primary pre-employment test. DiSC is an incredible too because it is so easy to understand, yet it really can tell you a lot about a person. That said, DiSC is limited compared to what other hiring assessments will tell you about your candidate. It's important that whatever tool you are using, make sure it is validated for hiring. DiSC (with the small 'i') is only validated for use in a training capacity.

If you have used DiSC for hiring, or if you still use DiSC for hiring, it's important to ask yourself if you have a way to know if your candidates are able to problem solve, their ability to communicate, and if they are going to be interested in the work your position requires. For all of the insights that DiSC offers, it can't offer any of these items. If you chose to use DiSC as your pre-employment test, you would need to provide an additional assessment to understand the other sides of your candidate. This could be costly and time consuming for your candidate. 

Today, it's important to consider the candidate's experience. After all, your candidate chose to apply to your organization. Chances are, they appreciate what your organization does or creates. They might even be a customer! If you have a poor candidate experience you could loose that support from them after the hiring process regardless if they are hired or not. In today's social media world, that could equate loosing your candidate's friends and family also.

Finally, it's important to note the underlying risk of not using a pre-employment test that is validated for selection: lawsuits. While these lawsuits are hard to prove, there is precedent that an organization is liable when they use a test or assessment that isn't validated for hiring. The EEOC has very strict guidelines on what constitutes a test and outlines all of the various categories that employers must consider when using a selection assessment. To name a few, ensure that your assessment doesn't discriminate against any race; ensure that those with disabilities are able to read or take the assessment (especially the blind or deaf). The ADA has become increasingly weaponized against employers who's websites aren't compatible with screen readers. If an employer doesn't allow someone who is blind an opportunity to take a test that is compatible with their disability they are opening themselves up to a larger lawsuit.

Whatever pre employment test you are using, we want to encourage you to read this pre-employment testing guide to better understand to how to use this process in your organization.