# Pre-Employment Assessments for Faster, Fairer Hiring > Pre-employment assessments on AssessAll test aptitude, English, skills and behaviour with AI proctoring, so you shortlist faster and fairer. Try a pilot. - Source: https://bodhih.com/pre-employment-assessment/ - Publisher: Bodhih Training (Bengaluru, India; since 2008) - Last updated: 2026-10-15 - Contact: solutions@bodhih.com · +91 99000 11601 --- Pre-employment assessments that help you shortlist on evidence, not just CVs. Bodhih designs role-based test sets on AssessAll, its in-house AI assessment platform, combining aptitude, English, skills and behavioural measures with AI proctoring and clear candidate reports. ## At a glance - **Duration:** Indicative: 30 to 75 minutes per candidate depending on the test set; campaigns can go live within days - **Who it’s for:** Campus, lateral and volume hiring for any role - **Level:** Entry to senior roles - **Format:** Online · AI-proctored · Remote or on-site - **Platform:** AssessAll · AI-graded, proctored A pre-employment assessment is a standardised test or set of tests candidates complete during hiring to measure job-relevant abilities such as reasoning, language, domain skills and work behaviours. Bodhih builds role-based test sets on AssessAll with AI proctoring, instant scoring and ranked shortlists, taking 30 to 75 minutes per candidate. - Indicative: 30 to 75 minutes per candidate depending on the test set; campaigns can go live within days - Level: Entry to senior roles · Online · AI-proctored · Remote or on-site - Designed with the ADDIE model and customised to your context - Offered by Bodhih since 2008 to 2,000+ organisations across 7 regions **Also known as:** pre-employment tests, pre-hire assessment, candidate assessment tools, aptitude test for hiring Last reviewed 15 Oct 2026 by [Siddharthan VGJ](https://bodhih.com/siddharthan-vgj/), Founder · Bodhih Training, Bengaluru ## Why CVs alone no longer predict job readiness Degrees and CVs say little about how a candidate reasons, communicates or behaves at work. With high application volumes, recruiters need a consistent, early signal before interviews. Objective assessments help, but only when they measure what the role actually needs and treat candidates fairly. That starts with a clear job analysis, not a generic test. > The India Skills Report 2026 put national graduate employability at 56.35%, based on over 100,000 candidates taking its Global Employability Test. Source: [Careers360, India Skills Report 2026](https://news.careers360.com/india-skills-report-2026-employability-56-35-pc-ai-tools-digital-gig-economy-workforce-global-talent-hub/amp) ## What participants will be able to do ### Shortlist on evidence Rank candidates on job-relevant scores so interviewers spend time on the most suitable people. ### Hire faster at volume Instant scoring and same-day ranked shortlists speed up campus and volume hiring drives. ### Protect test integrity AI proctoring flags identity issues, extra faces, tab switching and unusual completion speed. ### Improve candidate fairness Standardised, job-related tests and adverse-impact monitoring help reduce inconsistent or biased screening. ### Match tests to roles Role-based sets combine aptitude, English, skills and behaviour in proportions that fit each job. ### Build a better interview Explainable candidate reports suggest where interviewers should probe further. ## Who should attend - Talent acquisition teams running campus and fresher hiring - BPO, [customer service](https://bodhih.com/customer-service-excellence-training/) and sales teams hiring at volume - [GCCs](https://bodhih.com/gcc-leadership-development-program/) and IT services firms screening technical and support roles - Recruitment agencies and staffing firms - Growing companies without an in-house assessment function - HR teams hiring for internal mobility and promotions ## How the assessment works Recommended design, customised to your context after a short needs analysis. ### **Step 1: Role analysis and test design**Module 1 · 2 to 5 days (indicative) - Identify critical abilities and behaviours for the role - Choose from AssessAll's library of 250+ AI-graded assessments - Balance aptitude, English, domain skills and behaviour - Keep total test time reasonable for candidates ### **Step 2: Invite candidates**Module 2 · Same day - Campaign links with candidate self-registration - Clear candidate instructions and practice guidance - Remote or supervised on-site sessions ### **Step 3: Assess with AI proctoring**Module 3 · 30 to 75 min per candidate - Identity baseline photo and face presence monitoring - Tab-switch and speed anomaly detection - Integrity bands of high, medium or low with evidence ### **Step 4: Score and report**Module 4 · Instant - Composite scores and competency breakdowns - Percentiles within the hiring drive - Explainable scores showing what influenced results - Ranked shortlists for recruiters ### **Step 5: Interview and decide**Module 5 · As per your process - Use reports to guide structured interviews - Combine test data with interviews and references - Human decision-makers remain accountable ### **Step 6: Review and improve**Module 6 · After each drive - Check cut-offs against later job performance - Monitor adverse impact across groups where data is provided - Refine test sets for the next drive ## Sample implementation plan This plan shows how a hiring team sets up fair, job-relevant pre-employment assessments for a volume drive, such as 300 freshers for a customer support centre. In a first half-day, recruiters and hiring managers analyse the role, choose a balanced test set from AssessAll's library and agree cut-offs and candidate communication. After the campaign goes live, a second half-day trains recruiters and interviewers to read ranked shortlists and integrity bands, run structured interviews that probe the report, and review results for fairness after the drive. Rollout + debrief · 6.5 contact hours · Cohort: 8–20 recruiters, hiring managers and interviewers · In person · Live virtual ### Week 1 · Role analysis and test design: Measure what the job needs The team agrees a job-relevant test set, cut-offs and a candidate-friendly campaign for the drive. 1. 09:30–10:00 · The CV blind test (Energiser) 2. 10:00–10:45 · What the role really demands (Group challenge) 3. 11:00–11:45 · Build the test set (Hands-on lab) 4. 11:45–12:30 · Cut-offs and fairness (Case clinic) 5. 12:30–13:00 · Candidate experience and launch (Action planning) ### Week 3 · Recruiter and interviewer clinic: Use the evidence well Recruiters and interviewers can read reports, run structured interviews that probe the data and make accountable decisions. 1. 09:30–10:00 · What does this score mean? (Energiser) 2. 10:00–10:45 · Read the shortlist (Hands-on lab) 3. 11:00–11:45 · Handle an integrity flag (Case clinic) 4. 11:45–12:30 · Interview to probe (Role-play) 5. 12:30–13:00 · Review after the drive (Action planning) Indicative: a half-day role analysis and test design workshop (09:30–13:00), campaigns live within days, 30 to 75 minutes of testing per candidate, a half-day recruiter and interviewer clinic before shortlisting, and a review after each hiring drive. A sample design: every Bodhih program is customised after a short needs analysis. ### How long does a pre-employment assessment take? Most role-based test sets take 30 to 75 minutes per candidate, and campaigns can go live within days. This plan adds a half-day role analysis and test design workshop before launch and a half-day recruiter and interviewer clinic before shortlisting, both of which can run live virtual. ### What happens in the pre-employment assessment implementation workshops? Recruiters rank CVs and then see work samples, analyse the role's must-have abilities, build a test set within a time budget, test cut-offs for fairness, practise handling proctoring flags and run structured interviews that probe a candidate's report. ## How we deliver it ### Job-related by design Every test set starts from a role analysis, so candidates are measured only on abilities that matter for the job. ### Multiple measures Combining tests with structured interviews gives a fuller, fairer picture than any single tool alone. ### Proctoring with judgement Integrity flags are evidence for a recruiter to review, not automatic rejections. ### Pay only for what you use AssessAll runs on pay-as-you-go credits with no seats or subscriptions, and new company accounts receive free credits to pilot. ## Tailored versions ### Campus and fresher hiring Aptitude, English and learnability measures designed for large applicant pools with little work history. ### Customer service and sales roles Spoken English, situational judgement and sales or service scenarios, including voice-based tasks. ### Lateral and managerial roles Domain skills, leadership and behavioural measures, often combined with a [Harrison Assessment](https://bodhih.com/harrison-assessments/) for job fit. ## How we measure impact We check whether each pre-employment assessment is improving hiring, not just filtering applicants. After each drive, we review time-to-shortlist, interview-to-offer ratios and candidate completion rates. At 30, 60 and 90 days after joining, manager check-ins and early performance data are compared with assessment scores to test whether cut-offs are predicting success. Adverse-impact data, where candidates provide it voluntarily, is reviewed so test sets can be adjusted if any group is unfairly affected. AA Runs on [AssessAll](https://assessall.com), Bodhih’s AI assessment platform. Start with free credits: 100 for individuals, 250 for companies. ## Frequently asked questions ### What is a pre-employment assessment? A pre-employment assessment is a standardised test that candidates take during hiring to measure job-relevant qualities, such as reasoning, language, technical skills or work behaviours. It gives recruiters consistent evidence to compare candidates before interviews. Good assessments are tailored to the role and used alongside interviews, not as the only basis for a decision. ### What types of pre-employment tests are there? Common types include cognitive and aptitude tests, English and communication tests, domain or technical skill tests, situational judgement tests, behavioural or personality measures, and role-plays. AssessAll covers all of these, including spoken English and sales role-play assessments. Bodhih helps you choose a combination that fits each role without making the test unnecessarily long. ### Are pre-employment assessments fair and valid? They can be, if they measure abilities that are genuinely needed for the job, are applied consistently to all candidates and are reviewed for adverse impact. No test is perfect, so results should be one input among several. We help you link tests to a role analysis, set sensible cut-offs and review outcomes after each drive. ### How do you stop cheating in online hiring tests? AssessAll's AI proctoring takes an identity baseline, monitors face presence and additional faces, detects tab switching and flags unusually fast completion. Screenshots are blocked during the test. Each candidate receives an integrity band with evidence, which a recruiter reviews. We recommend verifying key skills again at interview for shortlisted candidates. ### How is candidate data handled? Candidates should be told what is being assessed, how results will be used and who will see them. We agree data access, retention and deletion rules with you before a drive begins. Reports are shared only with authorised recruiters. Demographic data for fairness monitoring is collected only when candidates choose to provide it. ### How long should a pre-employment test be? Long enough to measure what matters, and short enough that good candidates do not drop out. Most role-based sets take 30 to 75 minutes. For high-volume roles, we often suggest a short first-stage screen followed by a deeper assessment for shortlisted candidates. The right length depends on the role and your applicant pool. ### Can the assessments connect to our applicant tracking system? AssessAll offers an assessment API with webhook support, which your technical team can use to connect it to an ATS or HR system. There is no ready-made connector for every ATS, so we discuss your setup during planning. Many teams start with campaign links and exports, then integrate once volumes grow.