aptitude test

In the past, many companies were using the handwriting test to measure the knowledge and the quickness of answering questions of candidates which is known as graphology. But graphology has proven insufficient to predict the future performance of the candidate. For a long time, companies have stopped using graphology, and the pre-employment test is of great help in making the right hiring decision.

Choosing the right pre-employment test for your organization isn’t an easy thing, and with the number of tests on offer, deciding which one is perfect for you is a bit difficult. This is the reason why should always use the pre-employment tests with caution. The right and developed aptitude assessments can provide you the best and suitable picture of the candidate, while the wrong test can hide the candidate’s real ability.

Here are several common pre-employment tests that can help you make better hiring decisions-

What are the common pre-employment tests for hiring?

The whole hiring procedure is the test for checking candidate’s suitability that will help you to make the right decision.

Profile Knowledge tests

This type of test measures the candidate’s technical and theoretical knowledge in a particular field. For example, a sales executive can be asked to prove his marketing skills. These types of tests are required where any specialization is required for the job profile. They are generally included in every pre-employment test.

Personality test

A personality test can allow you to look at the candidate’s cultural background and whether they are ready to fit in the requirement, as per their personality. Aptitude test for employment as a personality test is very important to determine that whether the candidate is matching with the personality specific job role required. For example, a marketing executive should be more interactive and have pleasing personality while accounts executive can be someone who is of reserve nature, and this is why we need the personality test, which helps understand different candidates.

Emotional intelligence tests

EI explains how well one person can relate with another. The way one develops relationships in business and understands the feelings of another person constitutes Emotional Intelligence. Emotional intelligence is very important for professionals as they will lead the team in futures so that they should have the capability to understand the requirements of the team, and should be able to conduct teammates in a smooth manner.

Skills Tests

Skills tests are not related to testing of a specific skill or knowledge of a person but are about measuring the soft and hard skills of a candidate. Soft skills include paying close attention to every little thing, and attaining perfection, whereas hard skills require computational skills or functional skills. The candidate has to be good enough in these skills so that you don’t need to put extra an effort to train him. He should have the quick learning ability which can be tested by the skill test.

How much accurate are the tests?

Tests are definitely useful for hiring the best candidate, according to your requirement and in order to reject applicants, who are not up to your required standards. But normal conduction of pre-employment tests, for a variety of roles at your organization, can mislead you if you are not organized in the correct manner. The same yardstick can’t be used for different roles. So note down the different roles you need to fill up and make sure you get candidates to take different pre-employment tests according to the job profile.

Tags : aptitude assessmentspre-employment tests
Kevin Bravo

The author Kevin Bravo

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