Let’s say you’re hiring for a key role. Two candidates apply:
- One has a glowing resume and top-tier university on paper.
- The other doesn’t—but nails every task you throw their way.
Which do you hire?
If you’re serious about fair hiring, you already know the answer:
👉 You choose based on performance—not pedigree.
And that’s exactly where pre-employment tests come in.
These aren’t just screening tools. They’re your secret weapon for removing bias, increasing objectivity, and ensuring every candidate gets a fair shot.
In this blog, we’ll explore how pre-employment assessments support a fair hiring process, the different types of tests you can use, and how to integrate them ethically and effectively.
Before we dive in, if you’re still shaping your fair hiring strategy, start with the Fair Hiring Process Guide.
🧠 Why Use Pre-Employment Tests in the First Place?
We all have biases—even when we don’t mean to.
Resumes can be misleading. Interviews can favor extroverts. Referrals can reinforce sameness.
But pre-employment tests?
They cut through all of that.
Here’s why they work:
| Benefit | Why It Matters |
| Objective skill measurement | Focuses on what candidates can do, not who they are or where they’re from |
| Reduces unconscious bias | Removes guesswork and gut-feel decisions |
| Standardizes evaluation | Every candidate is measured against the same criteria |
| Promotes diversity & inclusion | Gives non-traditional applicants a fair shot |
| Improves long-term performance | Helps you hire people who are actually capable of doing the job |
This aligns with what we define in What Are Fair Hiring Practices: evaluating consistently and without bias.
🔍 What Types of Pre-Employment Tests Support Fair Hiring?
Not all tests are created equal. The key is to choose ones that are relevant, validated, and aligned with the role.
Here’s a breakdown:
| Test Type | What It Measures | Best For |
| Cognitive Ability Tests | Problem-solving, logical reasoning, critical thinking | Analytical and leadership roles |
| Personality Assessments | Work style, collaboration, motivation | Team fit and communication-focused roles |
| Situational Judgment Tests | Decision-making in real work scenarios | Customer service, sales, and leadership |
| Job Knowledge Tests | Technical or industry-specific knowledge | Specialized roles like IT, finance |
| Skills Tests (e.g. Excel, Writing) | Hands-on ability with tools or tasks | Admin, data entry, content roles |
| Work Sample Tasks | Real-world tasks candidates would do on the job | Creative, technical, or strategic roles |
✅ How Pre-Employment Tests Promote Fairness at Every Stage
Let’s walk through how tests fit into a fair hiring process, step by step:
Step 1: After Resume Screening
Instead of relying solely on work history, assign a short test—like a logic puzzle or basic task relevant to the job. This keeps hidden gems in the pipeline.
Step 2: Before Interviews
Use assessments to objectively narrow down top candidates, removing guesswork from who moves forward.
Step 3: During Interviews
Discuss test results to spark deeper, skill-based conversations—not just “Tell me about yourself.”
Step 4: After Interviews
Compare candidates using a consistent combination of scores (test + interview) instead of gut instincts.
Want to see this in action? Check out our Fair Hiring Process Example
⚖️ Common Myths vs. Realities About Pre-Employment Testing
| Myth | Reality |
| Tests are too impersonal | Fair tests are more personal—they measure real potential |
| Only top companies use them | Any company can implement them affordably and effectively |
| Tests create extra barriers | Bad tests can, yes—but well-designed ones remove unfair barriers |
| They’re only for technical jobs | There are great tests for soft skills, decision-making, and teamwork too |
🛠 Best Practices for Using Tests Fairly
To make sure your testing process supports equity and validity, follow these tips:
✅ Choose Valid, Reliable Tests
Use tests that have been scientifically validated to predict job performance.
✅ Make It Role-Relevant
Don’t ask an admin to solve abstract logic puzzles or a designer to take an Excel exam—test what matters for the job.
✅ Keep It Timed—but Reasonable
Test conditions should simulate real work, but not overwhelm. A 20–40 minute window is ideal.
✅ Combine with Structured Interviews
Tests don’t replace interviews—they enhance them. Use both.
Explore more about combining both in Fair Hiring Process Interview Questions
📊 How to Track Fairness with Test Data
Use your Fair Hiring Indicator to monitor:
- Pass/fail rates by demographic
- Correlation between test scores and long-term performance
- Drop-off points in the funnel after testing
- Feedback from candidates on test fairness
Tracking these helps ensure your assessments are doing their job—leveling the playing field.
💬 Real Example: From Resume Bias to Real-World Skills
Scenario:
A hiring manager was screening for a content marketing role. They had two top candidates:
- Candidate A: Ivy League degree, slick resume.
- Candidate B: Self-taught, no formal credentials.
Before interviews, they used a writing skills test.
Candidate B outperformed Candidate A in every area—clarity, creativity, and strategy.
The result? Candidate B got the offer—and went on to lead several successful campaigns.
Fair hiring wins again.
Want more stories like this? Visit Fairness in Hiring Agency
🙋 Frequently Asked Questions (FAQ) About Pre-Employment Tests for Fair Hiring
1. How do pre-employment tests promote fair hiring?
Pre-employment tests help eliminate bias by evaluating candidates based on actual skills, knowledge, and performance—not appearance, background, or educational pedigree. Everyone takes the same test, under the same conditions, which makes comparisons fair and objective.
2. Are pre-employment tests better than interviews?
Not better—complementary. While interviews assess soft skills and communication style, tests objectively measure job-specific abilities. The most fair and effective hiring processes use both together to get a fuller picture of the candidate.
3. What kinds of tests should I use for different roles?
That depends on the role! Here’s a quick guide:
- Cognitive tests – for analytical or leadership roles
- Situational judgment tests (SJTs) – for customer service, sales, and decision-making jobs
- Technical skills tests – for roles like accounting, IT, or data entry
- Work samples – for creative or strategic roles (e.g., writing, design, marketing)
4. Do these tests create barriers for candidates?
They shouldn’t—if designed and implemented fairly. Tests should be relevant to the job, accessible, and timed appropriately. A good test gives everyone a fair chance to showcase their abilities, especially those from non-traditional backgrounds.
5. How do I know if a pre-employment test is fair?
Look for tests that are:
- Scientifically validated to predict job performance
- Consistently administered to all candidates
- Aligned with the job description
- Free from cultural, gender, or language bias
6. Can I build my own tests or should I use external tools?
You can do either! Just make sure your custom tests are job-relevant and consistently scored. If you’re short on time or want scientifically backed assessments, consider using professional testing platforms that specialize in pre-employment screening.
7. Will using pre-employment tests help me hire better people?
Yes—when used correctly. These tests help identify top performers based on real-world capability, not just resumes or interview charm. They lead to better hires, improved retention, and a more equitable hiring process overall.
🧠 Final Thoughts: Skill Over Status, Every Time
At the end of the day, pre-employment testing helps you do what fair hiring is all about:
- Put skills before surface
- Give every candidate a chance to shine
- Hire based on what matters—performance, not polish
When done right, pre-employment tests don’t just improve your hiring.
They improve your culture, your team, and your outcomes.
So if you’re ready to level up your hiring, start testing—and start fairly.