Pre-Employment Aptitude Test for Faster Recruitment

Popular Pre-Employment Tests

Though there are a range of pre-employment tests, some of the most popular and important ones are as follows:

• Domain knowledge tests: This type of pre-employment aptitude test seeks to measure a candidate’s technical and theoretical knowledge in their domain. These pre-employment aptitude tests help gauge a candidate’s level of expertise to be able to succeed in their job role. Job roles that require specialised knowledge and expertise are best suited to be filled on the basis of results of a domain knowledge test.
• Cognitive ability tests: These assessments measure a candidate’s general mental ability or intelligence which has a strong influence on his/her job performance. They are more accurate in predicting job success as compared to face-to-face interviews or experience. Logical, verbal and numerical reasoning are some of the factors measured as a part of cognitive ability tests.
• Integrity tests: Honesty, reliability and discipline are some of the character traits that are valued as much, if not more, as knowledge, experience and skill sets. Dishonest, unreliable and undisciplined candidates can cause a lot of harm to the company despite possessing amazing skills and the best of knowledge and experience. So, any company would like to avoid them and integrity tests can help recruiters select candidates of character. Carefully constructed and covert integrity tests are good predictors of job performance and difficult to fake. These tests seek to assess personality traits associated with integrity such as conscientiousness.
• Personality tests: Personality traits correlate to job performance and translate into job success. Therefore, personality tests and assessments that offer insights into a candidate’s cultural fit and personality traits are a great choice to determine the suitability of candidates to the job position. A well-designed aptitude test based on the Big five model or motivation tests can reveal quite a lot about a candidate’s personality traits to help recruiters make the right decision.
• Aptitude Tests: Aptitude tests help determine a candidate’s innate ability or potential to do a particular task. The results of aptitude tests will give a clear map of the candidate’s skills and abilities, which could be difficult to ascertain with face-to-face interviews or other traditional methods of recruitment. The various types of aptitude tests are numerical aptitude, verbal aptitude, non-verbal aptitude, mechanical aptitude etc.