Prevue Assessment: A Guide for Hiring Managers

by Victoria Mckee

One of the top goals recruiters have is to find the best talent when there’s a need to get new hires for specific job positions. To do so, screening resumes and unstructured interview results alone aren’t enough. Candidates may include misleading statements in their resumes or inaccurate information during interviews to impress the interviewer.

That’s where pre-employment assessments come along. These are objective ways to predict a candidate’s company fit and job performance, done through questionnaires or tests to assess candidates based on different aspects, from cognitive ability to personality, among others. One of the popular assessments conducted is the prevue assessment, which offers many benefits for organizations.

But what exactly is a prevue assessment and what does it do for the hiring process? Read on to find out!


What is a Prevue Assessment?

The Prevue Employee Assessment System has three tests in one, which we will explain later on.

But before that, what is Prevue? This is a powerful business management tool, which created the Prevue assessment, one of the accurate tests that can assess a candidate and answer the question: Can and will the candidate perform the job well?

The Prevue assessment is a scientifically designed method that measures a candidate’s work-related characteristics. It’s an accurate, reliable, and valid psychometric assessment used for various HR requirements, such as:

  • Assists the prediction of a candidate’s job suitability for specific positions
  • Aids the team-building process
  • Details specific information on coaching and training requirements

All that said, this assessment shouldn’t constitute over 30% of the decision-making process when selecting new employees. It should be less than 30% when assessing current employees when the file contains on-the-job information.

Here are the basic uses and applications organizations can take advantage of from the Prevue assessment:

  • Evaluate job candidates
  • Evaluate current employees to create benchmarks
  • Screen candidates for promotion
  • Evaluate employees to assess their training needs
  • Build structures interviews
  • Link abilities and personalities to competencies
  • Provide coaching tips for hiring managers


What the Prevue Assessment Measures

The Prevue Assessment would examine a candidate or employee’s abilities, motivations, interests, and personality through five assessments.

Prevue Assessment


Under the Abilities section, three assessments are used. When taken together, these three assessments can give hiring managers a good measure of general ability.

  1. Working with words – This would measure verbal reasoning, which refers to one’s ability to use and understand words. Because every job position will require a certain level of verbal ability, these assessments are popular to conduct. Future and current employees must understand written instructions, read workplace manuals, and write management reports, among other tasks!
  2. Working with numbers – This would include numerical reasoning, which is one’s ability to use and understand numbers. These are utilized when making hiring decisions when there’s a need to assess aptitude or numeracy for data manipulation. Such assessments would cover administrative and clerical jobs, along with those in banking and finance industries.
  3. Working with shapes – This would measure spatial reasoning, referring to one’s ability to visualize objects and manipulate shapes. Many roles involve tasks where one will need to imagine how to arrange or organize images within a certain area or space. This assessment gives hiring managers a better picture of a candidate’s ability to paint mental pictures.


Motivation and Interest

This part of the Prevue assessment will evaluate one’s likes and dislikes for various kinds of work. Note that this isn’t a measure of candidate performance but preference. Interests assessments are valuable particularly when applicants have no prior work experience, but hiring managers would like t measure their potential and interest.

Such tests are also used in coaching situations and staff development, which can help management explore new options for employees and suggest areas of work that weren’t considered before.

Here are the three scales:

  1. Working with People – This would measure the extent to which an individual wants and needs to interact with people. It would also indicate if a candidate would want to interact, serve, help, supervise, delegate, instruct, negotiate, or mentor with people.
  2. Working with Data – This would measure how one feels about working with facts, figures, symbols, and statistics. This is different from the Working with Numbers assessment, as this would measure interests and not abilities. This assessment would indicate interest in analyzing, coordination, computing, compiling, cooping, comparing, and synthesizing.
  3. Working with Things – This would measure one’s interest when working with inanimate objects like tools, equipment, and machinery. This would include setting up, operating, controlling, driving, operating, manipulating, feeding, unloading, handling, and the like.



Lastly, the Prevue assessment would examine personality traits identifying one’s preferred way to act and think. This is one of the major influences on how one performs when working.

Furthermore, it’s important to learn what to expect from a candidate’s behavior, particularly in situations involving cooperating and interacting with other people, whether within teams, management, or with customers.

Personality assessments are designed to measure how people will fit the behavioral requirements of specific positions. Or if they already have the job, it will identify what’s needed for further training and development.

From a candidate or employee’s perspective, personality assessments can help them when considering what work best suits their temperament, along with what they will find more satisfying.


Why Use Assessments?

So, why use assessments in the first place? Here are the reasons why it’s best to implement pre-employment tests and assessments in the hiring process:


More Objectivity

Prevue Assessment

Compared to traditional interviews, pre-employment assessments allows hiring managers to assess various traits. They are objective ways to predict one’s job performance and company fit. The Prevue assessment would have hiring managers discover more about a candidate regarding different aspects, from their cognitive abilities, critical thinking skills, personalities, interests, motivations, and others.

The Prevue assessment can provide concrete results, standardized across all candidates. Hiring managers can use the test results to make better-informed and defensible hiring decisions. In fact, you can see more and more companies using pre-employment assessments to screen candidates and predict their future successes. As a result, you can improve the team’s productivity and effectiveness with the new hire.


Increase Employee Retention

Just as how crucial it is to get the right candidate, organizations need to retain the best talent and reduce turnover rates. Through pre-employment testing like the Prevue assessment, hiring managers can screen candidates more efficiently for their aptitudes and personalities, assessing whether candidates are more likely to stay in the position, fitting within the company culture.

To assess whether a candidate is fit for a certain position, there are various factors to consider, like:

  • One’s passion for learning
  • Overall ambition
  • Initiative and ownership
  • Communication skills
  • Critical thinking skills
  • Empathy and honesty
  • Motivation
  • And more!

It will take more than a traditional interview to get all these. And if you skip on assessments, you’re more likely to receive unfit employees, which results in underperformance, less engagement, and lower productivity levels. That can also result in a higher employee turnover rate, increasing hiring and training costs.

The Prevue assessment will predict job suitability so hiring managers are more aware of whether a candidate is best suited for the job and will feel happy with his role.


Enhance Legal Defensibility

Contrary to popular belief, pre-employment tests like the Prevue assessment can increase the organization’s legal defensibility as long as you use it correctly. Pre-employment assessments would follow the same guidelines as other hiring selection methods, so they are legal to use provided they are job-related.

As such, known pre-employment assessments will provide an additional layer of legal defensibility as they will provide an organization with the objective and scientifically-validated predictors of success in positions compared to subjective hiring methods. Companies will be able to better defend hiring procedures if candidates or other people question the hiring process.


Wrapping It Up

There are many different pre-employment assessments you can use during the hiring process to make the best decisions. One of them is the Prevue assessment, which has shown many benefits and allowed hiring managers to identify whether a candidate is right for the job and organization.

Hopefully, this guide on the Prevue assessment gave you an idea of what this entails and its importance when hiring candidates or evaluating employees. If you would like to learn more about HR trends and solutions, feel free to check our website and learn about how we can help you hire the best talents.

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