Pre-Assessment Test Examples

A pre-assessment test is a standard method for testing job seekers’ potential and qualifications during recruitment. These tests evaluate specific job skills, specific abilities, emotional integrity, or software knowledge.

A lot of companies use handwritten analysis during the hiring process. But this method cannot predict job performance level of the candidate anymore.

Therefore, many companies don’t count on this strategy, and they replace it with pre-employment tests, which can help hiring managers make professional decisions. 

Remember that you should use pre-employment testing carefully. A highly-developed test can make many details clear about a candidate’s qualifications and skills.

But on the other hand, a wrong test can damage the job seeker’s experience and disrupt your decision-making. 

There are better methods than job interviews to find out if a candidate can have an acceptable performance in a specific job. That is why modern businesses need pre-assessment tests next to traditional strategies. 

You might confront higher expenses because of hiring new employees, but it will help you to find a candidate who fits the job.

What is the most common pre-assessment test?

The most common pre-employment tests involve IQ tests and mental ability tests. 

Other tests include math skills, spatial perception, verbal ability, inductive and deductive reasoning, and logic-based reasoning. 

Physical ability tests also evaluate muscular movement, strength, and tolerance. The results will help the company to avoid workplace accidents.

How do employers use pre-assessment tests?

Pre-employment testing offers an objective element to employers for the recruitment process. These tests provide solid results which can be institutionalized among all job applicants. Employers can use this data to gather more information and make more reasonable hiring decisions.

What is the most common type of pre-employment test?

Considering the industry and the employer’s preferences, employers can use various pre-assessment tests in the hiring process.

Knowledge job test

Knowledge job tests measure a candidate’s theoretical knowledge level in a particular field. These tests are suitable for job positions requiring a high level of skills.

Although you shouldn’t judge a candidate based on this test, you should also evaluate the candidate’s desire and ability to learn.

Some examples of job knowledge tests are tests of primary accounting principles, computer programming, financial management, and contract law knowledge. Job knowledge tests are usually established based on the tasks that define the job.

Job knowledge needs to evaluate the candidate’s ability to learn. Candidates may require a higher knowledge level but are fast learners.

On the other hand, most candidates might have enough knowledge but need help adapting to new ideas and instructions. There is always a space between knowing something in theory and using it in the real world. 

Integrity tests

The main goal of the integrity test is to help companies to avoid hiring unreliable or dishonest people. This test usually includes some questions about candidates’ beliefs during the interview. Some more comprehensive questions might uprise in the interview as well.

Integrity tests ask straight questions about dangerous or dysfunctional behaviors like stealing, lying, or hostility toward employees. One example of these test questions is: “Do you think that taking a pencil from your office to your home is considered stealing?”

A candidate might give fake answers to the question, which can cause some concerns. This question asks candidates whether they have ever stolen something; how much is the possibility that they answer yes if they did that before? 

But if they answer yes as the truth, they are contradictory and honest enough. But in this case, employers should consider that everyone makes mistakes and people can change.

Commonly used personality tests include:

Personality Test

• The Myers-Briggs Type Indicator (MBTI).
• The Minnesota Multiphasic Personality Inventory (MMPI).
• The Sixteen Personality Factor Questionnaire.

Hiring managers usually look for the best candidate’s personality traits based on the position they will fill. Usually, the “big 5” personality traits are analyzed: 

conscientiousness, neuroticism, extraversion, agreeableness, and openness to experience.

The most used personality assessments are

• the Myers-Briggs Type Indicator (MBTI), 
• the Minnesota Multiphasic Personality Inventory (MMPI), 
• and the Sixteen Personality Factor Questionnaire.

Many people might answer the self-reported tests based on what they believe the employer or hiring manager wants to hear. This attitude can cause people to misreport themselves. Therefore, make sure to choose tests that avoid misrepresentations.

Some job seekers may believe that personality questions can be intrusive, damaging a candidate’s experience. So be cautious about how and when you are using the tests. 

Emotional intelligence tests

Emotional intelligence is an individual’s ability to understand others’ emotions and feelings. This understanding is crucial for making and keeping healthy relationships. Therefore, it is necessary for jobs requiring constant contact with other people.

The most common Emotional intelligence pre-employment tests are as below:

• The Emotional Quotient Inventory 2.0 
• Profile of Emotional Competence 
• The Trait Emotional Intelligence Questionnaire 
• Wong’s Emotional Intelligence Scale 
• The Emotional and Social Competence Inventory 

People might sometimes tell the truth when they report their Emotional intelligence capabilities. You can ask experts to give their professional ideas as well. Still, you should also expect to spend more money and time in the selection process.

 Skills assessments tests

Skill assessment tests don’t concentrate on the level of knowledge or personal characteristics. These tests evaluate fundamental skills, which include soft skills such as attention to detail or hard skills such as computer learning ability.

For instance, a candidate who applied for a secretary job might take a typing test to prove the level of accuracy and speed. Other skill assessment tests are leadership skills, data checking, and writing tests and presentations. 

The most commonly used skills assessment tests are as below:

• Psychometric tests.
• General mental ability assessments.
• Integrity assessments.
• Job knowledge tests.
• Situational judgment tests.
• Cognitive ability tests.

Skill assessment tests take a lot of time. Candidates need some time to submit their assignments or prepare a presentation. The hiring team should also study the results. You can use skill assessment tests in the following stages when you choose some fit candidates from a big pool, and you need to choose one person among them.

Physical ability tests

These tests are for occupations that need a specific amount of physical strength. These tests evaluate strength and resistance levels to confirm that the candidate is qualified.

This test not only helps employers to find the right candidate but decreases the risk of dangerous incidents in the work environment.

Some of the physical ability tests are as below: 

• Muscular Tension Tests – Tasks that need pushing, pulling, and lifting. 
• Athletic Power Tests – Tasks that require an individual to master initial resistance 

Sometimes, physical ability tests may look like medical examinations protected under the Americans with Disabilities Act. If employers are careful, they could avoid legal action.

Language tests

Suppose the job position needs the knowledge of understanding a specific language. In that case, candidates need to prove the level of their expertise. The test usually includes grammar and vocabulary questions, understanding skills, and speaking and writing questions.

There are five major types of language assessments: 

• Aptitude Tests
• Diagnostic Tests
• Placement Tests
• Achievement Tests
• Proficiency Tests

Conclusion

Pre-employment tests are a practical method to see through the candidate’s potential. These tests will help employers and businesses eliminate candidates who don’t meet even the minimum required skills of the job position. But if a candidate gets an extraordinarily high score on a test, what should you do as an employer? Should you higher them immediately? Remember, if a candidate is qualified in every way and has gained the best score possible, you have no reason not to hire that person. But try to depend only a little on the score. The best hiring decision should consider multiple details about a candidate’s potential, skills, and personality. Please use different tests, which are confirmed and expanded by experts. Consider the results as one of the aspects that can affect your hiring decision.