More and more, companies are using psychological and behavioral tests as pre-employment screening devices. They supplement their interviewing processes in order to ensure less false-positives. This is wise, in our judgment, based on what we see of interviewing. Too many companies don't screen rigorously enough, and have started enlisting more cerebral and/or technical techniques to be certain of new hires.

Even if you haven't experienced one yet, it's becoming more and more likely.

What does this mean for you? What's the best way to approach and be successful at pre-employment tests? This is Manager Tools, and we'll walk you through it.

This Cast Answers These Questions

  • What are pre-employment tests looking for?
  • Are pre-employment tests fair?
  • How do I 'win' pre-employment tests?

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