Schedule or administer skill, intelligence, psychological, or drug tests for current or prospective employees.

“Schedule or administer skill, intelligence, psychological, or drug tests for current or prospective employees.” is a supplemental task performed by Human Resources Specialists. Among the occupation's 26 rated tasks, workers place it 22nd by importance (#5 most important). About 52% of workers say it is relevant to their job.

This is a single occupation-specific task statement from O*NET. The figures below describe how central the task is to the job and what independent studies measure about AI and this kind of work — not a prediction that the task will be automated.

Work activities this task rolls up to

O*NET groups concrete tasks into broader work activities shared across many occupations.

• Perform recruiting or hiring activities. in Staffing Organizational Units

AI exposure

The OpenAI / Eloundou “GPTs are GPTs” study rates this task E2. Exposure with tools — software built on top of a language model (not the model alone) could cut the time by at least half.

Exposure measures whether a model could meaningfully speed the task up — it is an estimate of overlap with model capabilities, not a measure of whether the work will be done by software. The study's intermediate score (β) for this task is 0.50. Automation potential label: T3.

Other tasks in this occupation

• Interpret and explain human resources policies, procedures, laws, standards, or regulations. · importance 4.7
• Hire employees and process hiring-related paperwork. · importance 4.5
• Administer employee benefit plans. · importance 4.5
• Maintain current knowledge of Equal Employment Opportunity (EEO) and affirmative action guidelines and laws, such as the Americans with Disabilities Act (ADA). · importance 4.4
• Prepare or maintain employment records related to events, such as hiring, termination, leaves, transfers, or promotions, using human resources management system software. · importance 4.3
• Address employee relations issues, such as harassment allegations, work complaints, or other employee concerns. · importance 4.3
• Conduct reference or background checks on job applicants. · importance 4.3
• Inform job applicants of details such as duties and responsibilities, compensation, benefits, schedules, working conditions, or promotion opportunities. · importance 4.2
• Review employment applications and job orders to match applicants with job requirements. · importance 4.2
• Select qualified job applicants or refer them to managers, making hiring recommendations when appropriate. · importance 4.2
• Schedule or conduct new employee orientations. · importance 4.1
• Review and evaluate applicant qualifications or eligibility for specified licensing, according to established guidelines and designated licensing codes. · importance 4.1
• Maintain and update human resources documents, such as organizational charts, employee handbooks or directories, or performance evaluation forms. · importance 4.0
• Confer with management to develop or implement personnel policies or procedures. · importance 4.0

See all tasks on the Human Resources Specialists page.

Sources for this page

Every figure above traces to a named public dataset and the exact release below — not hand-written opinion. See the full methodology for what each measure does and does not mean.

• O*NET 30.3 U.S. Department of Labor / National Center for O*NET Development
• “GPTs are GPTs” (Eloundou et al.) arXiv 2303.10130 OpenAI / academic

Data compiled June 2, 2026. Figures are estimates, not advice.

@misc{singulariki-task-18869,
  title  = {Schedule or administer skill, intelligence, psychological, or drug tests for current or prospective employees.},
  author = {{Singulariki}},
  year   = {2026},
  note   = {O*NET 30.3; “GPTs are GPTs” (Eloundou et al.) arXiv 2303.10130. Accessed June 7, 2026},
  url    = {https://singulariki.com/tasks/task-18869}
}