Hiring within the manufacturing industry presents a unique set of challenges, and pre-employment tests are a powerful tool to help you identify and hire the right people for the role.
The Statistics
- 80% of manufacturing executives say the shortage of skilled workers is moderate to severe
- It takes an average of 70 days to fill positions for production workers
- For an average US manufacturer, unfilled positions can lead to an 11% loss of annual revenue
- 94% of manufacturing executives view training programs as one of the most effective ways to close the skills gap
Why Use Pre-Employment Testing
While you can't magically create a pool of skilled applicants, one of the best ways to select the right employees for manufacturing roles is by identifying potential. Pre-employment testing can be used to highlight candidates who have the aptitude to learn and perform the job, as well as the personality to be comfortable in the position. It's a great tool for identifying applicants who may have limited experience, but have the capacity to pick up on-the-job training and learn the position quickly. Download our whitepaper to learn how other manufacturing companies are using tests to identify potential and find reliable and productive workers.
What Tests to Use
The Wiesen Test of Mechanical Aptitude (WTMA) is a 30-minute mechanical aptitude test that is used to hire for positions that require employees to operate, maintain, and repair machinery and equipment of any kind. The WTMA does not test mechanical knowledge, but instead measures general mechanical aptitude, and so predicts the ability to learn about machinery and equipment, and to apply that knowledge appropriately. This makes the test an excellent tool for identifying learning potential, which data shows is far more predictive of long-term success in a role.
One of our personality tests, the Workplace Productivity Profile (WPP), is also used by manufacturers to find reliable, hard-working employees and to minimize the risk that applicants will engage in counterproductive work behaviors that could negatively affect production or pose a safety risk.
For manufacturing positions in which basic math and verbal skills are important, many customers will also use the Criteria Basic Skills Test (CBST) for their machine operators and other production personnel. The CBST score report contains specific suggested score ranges for manufacturing and production positions.
For manufacturing companies hiring engineers or other roles that require a high level of problem solving and decision-making skills, we recommend the Criteria Cognitive Aptitude Test (CCAT), a general test of cognitive ability more oriented for positions that require college degrees.
Why Criteria
- State-of-the-art, cloud-based assessment platform
- Unlimited access to all of our aptitude, personality, and skills tests
- Tests backed by science and validated for employment
- Flat-fee pricing model
If you're an employer interested in previewing these tests, start a 14-day free trial or book a consultation to learn more.
Case Study
How Criteria Helps Manufacturing Companies:
Increase productivity: A manufacturer of biomedical products tested its current employees with the CBST and found that those who passed the test were 29% more productive than those who did not pass the test. Read the full case study.
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