As an employer we would like to have the ability to determine who is best suited to fill our staffing needs. We would like to know that there is an accurate measurement, which we can use to help us identify the potential candidates.
             As a candidate looking for the perfect employer, that best fits your needs, we would also like to know what we are getting into to, rather than just collecting a pay check. Especialy if is a long term investment.
             In trying to best meet the needs of an employer and an employee to be, the concept of Pre-employment screening has become the psychological assessment measurement used to define the process through which a probable employee must go through before any one determines if he/she is the one to be hired.
             The author of this article has set out to prove 4 hypothesis: A longer pre-screening process and a personality test, as opposed to a knowledge test, both lead to a more favorable attitudes toward continued participation in the recruitment process and toward the job opportunity, from the job applicant's point of view.
             These hypotheses are based mostly on the author's suggestion of individuals having a need for consistency and the motivation to avoid conflict along with a propensity to pursue a course of employment that has already began. He further explains that this sets the stage for individuals to view their initial actions as investments. He then turns to focus on the applicant's attitude with relation to two main areas: Time and Personal contact.
             Time plays an important factor in the applicant's attitude. I don't imagine it possible to have a true measure of an individual's attitude if we do not factor in the time component. The author addresses the important role that time plays initially. Too much time in-between the different phases of the interviewing process can have negative affect and cause the applicant to become disinterested. However the lo...