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

The 3 questions posed where," What is the probability (in%) that you will agree to continue with the screening process?" and also " What is the probability that you will agree to accept this job if it is offered to you?" These questions target the attitude toward the screening process and the employment opportunity.

The author describes his procedure in a classroom setting, in Hebrew using paper and pencil method. He advised his participants of what would take place and when they would provide feedback in regards to their attitude about the opportunity and the screening process itself through out the process. The author includes alternate forms of questionnaires distributed to the participants for experimental manipulation.

The future use of Pre-employment screening still has it's use today and will continue to have its use in the future, as long as employer still have the need to determine who is the best candidate and potential candidates continue to believe in the

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.

The personality test was also administered in a selective response format of true/false. The personality test included a projective test similar to the TAT, which has strict scoring guidelines already established.

The knowledge test is given to the participants in the form of a selective and constructive response, which includes everything from geography, history, literature, art, math...etc.

Some common words found in the essay are:
, Gordon Massengill, personality test, screening process, knowledge test, opposed knowledge test, pre-employment screening, opposed knowledge, personality tests, personality test opposed, test opposed knowledge, test opposed, applicant's attitude, lead favorable, job opportunity,
Approximate Word count = 1121
Approximate Pages = 4 (250 words per page double spaced)