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Determine Pre-Employment Testing & PBAs

Understanding Pre-Employment Testing

Pre-Employment skills assessments and evaluations are essential tools in ensuring candidates possess the necessary qualifications and competencies for a role. Incorporating these assessments into your hiring process helps make informed, objective decisions and supports long-term success.

Testing Candidates

When considering the use of employment tests, it is important to follow federal regulations, particularly regarding validation. A "test" is defined as a method of evaluating a candidate's skills that must meet certain legal and professional standards.

  • Federal Regulations & OFCCP Compliance: As a federal contractor, UCLA is subject to Office of Federal Contract Compliance Programs (OFCCP) guidelines. This means employment tests must be validated, proven to be job-related, and demonstrate a clear correlation to successful job performance. These regulations ensure fairness in hiring and compliance with equal employment opportunity (EEO) standards.
  • Consult HR: It is essential to discuss the use of tests with your Human Resources office to ensure they align with university policies, OFCCP requirements, and legal standards.
  • Test Use: Results from tests should be used alongside other elements of the hiring process, such as interviews and references. It is best if test results are used in conjunction with interview and reference checking results. 

Position-Based Assessments (PBA)

Position-Based Assessments (PBAs) are an alternative to traditional testing, designed to evaluate the specific skills and competencies that directly relate to the position in question.

Key Differences Between PBA and Testing:

  • PBAs do not use a grading scale, while tests typically do.
  • PBAs do not have a set time limit for completion, whereas tests usually have fixed durations.
  • Both PBAs and tests are designed to measure performance against job requirements and should focus on the most critical aspects of the role.
  • Both PBAs and tests must be administered consistently across all candidates to ensure fairness.
  • Both methods need a defined measure of success to assess whether a candidate has met the required competencies.
  • It is best if PBA results are used in conjunction with interview and reference checking results. 

Examples of PBAs

PBAs are particularly effective for roles requiring specific, demonstrable skills. Examples include:

  • Presentation on a Job-Related Topic: Candidates may be asked to present on a subject relevant to the role, demonstrating their knowledge and communication skills.
  • Interview Questions Using Visual Props: Visual aids or props can be incorporated into the interview process to assess problem-solving abilities and real-world application of skills. E.g., When interviewing a programmer show them code and ask them to describe any errors that they see and talk through the errors with the candidate. 

Best Practices for Pre-Employment Assessments

  • Identify Key Competencies: Ensure assessments focus on the core skills needed for the role.
  • Ensure Consistency: Apply assessments uniformly to all candidates for fairness and reduced bias.
  • Leverage Results: Use assessment results as a supplement to interviews and references, never as a standalone decision-making tool.
  • Legal Compliance & OFCCP: Consult with CHR Talent Acquisition to ensure all assessments, particularly tests, are validated, meet legal requirements, and comply with OFCCP and EEO standards.

Questions?

If you have questions, please contact your Campus Human Resources Talent Acquisition Consultant (TAC).