learning about the different types of pre-employment tests helps you prepare for the steps you need to get a job that aligns with your career path. a few of these tests can detail if you can perform tasks effectively in the workplace. employers give pre-employment tests to see if your skills match the requirements within the job description. employers give job knowledge tests to identify your knowledge about the job you’re applying for. employers gear the questions to the degree of integrity and ethical guidance you have when encountering certain situations in the workplace.
one of the common cognitive ability tests is the general aptitude test (gat), which highlights your ability to use logical, verbal and numeric reasoning to approach tasks. review the different types of personality tests to understand the format and the questions asked so you can properly represent your personality to employers. some employers may use the berke assessment to review the range of your emotional skills to see they fit for the position you applied for. for instance, if you’re a project manager and a client needs to alter the deadline of a project, you need to reprioritize your tasks to meet their expectations. employers test for these skills once they’re in the later stage of the hiring process to understand who they might want to hire. testing for physical competencies adds another step to the hiring process for employers so they reduce the chances of workplace accidents in addition to finding a qualified candidate.
assessments are also a great way to measure the likelihood of a candidate to succeed in your role of interest by comparing their results across different test types. you can think of tests as the “building blocks” to a strong pre-employment assessment. each test type focuses on one aspect of a candidates’ overall profile and mixing test types in your pre-employment assessment helps extrapolate the data necessary to make a better hiring decision. the end goal is to generate a trait profile of your candidate by asking questions that are based on various personality dimensions.
situational judgment tests play an important role in pre-employment assessments because they help you understand whether a candidate can apply theoretical knowledge to work-related contexts to achieve the desired outcomes. and the best time to shine a light on the body of knowledge the candidate possesses on a professional topic is during a pre-employment assessment. our recommendation is to mix test types in your pre-employment assessments based on both the vacancy requirements and the ideal candidate profile. choosing the right test types for your next pre-employment assessment can make the difference between an employee that delivers value to your organization for years and one that pulls everyone in the team to a halt.
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