Pre-M recruitment testing is used to identify the best-suited candidate for the role of an X-ray screener

Pre-M recruitment testing provides 8 essential tests taken over 45 minutes and an automated report that features an evaluation of the overall capabilities of the candidate

Pre-M recruitment testing includes a built-in tutorial and does not require the candidate to have any prior knowledge of X-ray screening

Pre-M recruitment testing has been developed for any type of organisation that employs and/or hires X-ray operators


Pre-M Recruitment Testing Overview

Pre-M Recruitment Testing reduce staff turnover

Pre-M Recruitment Testing ensures organisations recruit the right person from the outset by identifying the candidates that possess the skills, personality and characteristics needed to become successful X-ray screeners.

This ensures that both money and time is not wasted hiring, training and testing the wrong person.

Pre-M Recruitment Testing improve workforce skill levels

Pre-M Recruitment Testing can be calibrated so that it accounts for the scores of existing employees.

This ensures that organisations can hire new X-ray screeners that possess at least the same capabilities as their existing workforce.

Pre-M Recruitment Testing Software can be a major time saver for recruiters

Instead of spending extra time during interviews asking candidates detailed questions about their qualifications, recruiters can have candidates complete skills assessments as part of their applications.


PreM Recruitment Testing

Colour Identification

Tests for any colour recognition deficiencies Why? Screeners need to be able to differentiate between orange organic material and blue metallic material whilst analysing X-ray images.

Basic Image Interpretation

Tests the ability to identify everyday objects displayed under X-ray Why? Under X-ray, screeners must be able to identify objects based only on their shape and components.

Threat Object Recognition

Tests the candidate’s ability to identify easily recognisable objects placed in a clear, direct view or at an angle within complex bag images. Why? Screeners must be able to differentiate Guns and Knives from innocent objects.

Attention to Anomalies

Assesses the ability to pay attention to small anomalies in X-ray images. Why? Threats are generally concealed within everyday non-threat items making them extremely difficult to identify. The only way to detect these threats is usually not through identifying exactly what they are but by spotting a small change to their expected shape or components. For example, a laptop with an organic area and some out of place wiring may be a sign that it is concealing an IED.

Mental Rotation

Assesses the ability to recognise a shape by its main components while it is being rotated at different angles. Why? During the screening operation, objects are not always presented at the best possible angle within a bag. Screeners must be able to mentally rotate certain items to correctly identify them.

Object Recognition – Superimposition

Assesses the identification of suspicious/ restricted objects obscured by other objects contained within multi-layered bag images. Why? If a screener is too confident, they may make quick but reckless decisions creating a huge risk for the security operation. On the other hand, if a screener is not confident enough in their decision-making skills, they may choose to search more bags and slow down the security checkpoint.

Sustained Attention

Assesses the sustained attention of the participant during a continuous performance task. Why? The likelihood that a screener comes into contact with a concealed IED or other high-risk threat is very low. This means a screener must treat each bag that goes through the X-ray machine with the same high level of attention. This is something, that after 20 minutes of screening, is very hard to maintain.

Visual Closure

Testing the ability and speed of the participant in detecting common objects. Why? If a screener makes quick decisions based on little information, they make mistakes and cause false alarms. However, a screener who takes too much time to make a decision may slow down the operation to a point where passengers and visitors become frustrated. Pre-M aims to find the candidate that possesses a balance of speed and accuracy.

Personality test

This test is designed to assess whether the participants’ personality matches the requirements of the X-ray screening job. The test assesses the following personality traits: Independence, Deliberation, Self-Consciousness, Diligence, Order, Assertiveness, Distrust, Activity Level and Tolerance for Ambiguity.


How to Purchase Pre-M Recruitment Testing

The Pre-M License consists of two parts:

Pre-M License

A Pre-M License must be purchased for each computer that it will be installed on. This means that if you would like to use Pre-M on two separate computers, you will need to purchase two licenses. The License does not run out, so you do not need to worry about renewing it.

Pre-M Tests

Tests must also be purchased for each Pre-M License. Once you have used up all your initial Tests, you are then able to top up quickly and easily by contacting us.

How to validate Pre-M Recruitment Testing

Pre-M can be calibrated so that it takes into consideration the score of existing employees. This ensures that new candidates will possess at least the same qualifications as your existing workforce.
The following details the stages required for the calibration of Pre-M to your company’s norms:

First stage:

  • Pre-M is installed for the sole purpose of collecting data. At least 50 employees for each job within the organisation are tested. Baggage screeners, for instance, constitute one job role within an organisation. Therefore, if the company wishes to use the system for recruiting baggage screeners, then at least 50 current employees with this job role should be tested at this stage.
  • Test results of all 50 participants, together with validity criteria, i.e. Simfox results, are sent via e-mail to Renful where they are analysed for the development of your company’s norms.

Second stage:

  • This is the data analysis stage. Local norms are built, tests scores are compared to criteria data. Two to three weeks after the arrival of data, you will receive individual reports regarding the initial norm sample, one report for each participant.
  • It should be noted that 50 participants is a restricted sample for the purpose of building stable norms. Therefore, we will give the client the option to test 30 more participants, and get a report within 24 hours of data arrival.

Third stage:

  • Pre-M is installed with local norms and the option to produce individual reports independently. This stage is accomplished 1 month after the completion of 80 tests.
  • We will gladly supply regular services for updating the norms (on the basis of larger groups), or country-dependent norms (participants tested in different countries or different languages) or age-dependent norms (for the attention and vigilance tests) as long as the appropriate data is supplied. Reaction time is 4-14 days, depending on the amount of data.

Why is Pre-M Recruitment Testing Software the Right Choice For Your Company

Renful Premier Technologies offers high-class services and products. Whether we are talking about security products based on artificial intelligence, training courses or consulting, Renful Premier Technologies guarantees the quality of its products.

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Of course, if you need support or additional information, the Renful Premier Technologies team is at your disposal.

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