The first type of test which is used in the hiring process is the personality test. It aims to identify whether the candidate will feel comfortable in this position and determine the possession of the behavioral traits which are necessary to gain success in this role. It is advised to tell candidates the purpose of the test and provide them with feedback. Personality tests are legal if they measure traits that are applicable to the position and do not include questions which concern race, religion, or gender issues (Scepura, 2020). For many organizations and employers, the personality test has proved to be a useful tool for identifying a suitable candidate. However, one of the disadvantages of this type of assessment may be a high cost associated with the administration.
Skill tests have the purpose of evaluating job-related competencies, which can be both broad, like communication skills and narrow, like computer skills. Such tests reflect knowledge acquired during one’s education or career period and do not measure the basic aptitude of a candidate. This type of pre-employment checks may be highly effective in selecting potential employees as it shows how well a candidate is prepared for a particular position. Some researchers believe that the optimal number of questions in the test is eight or ten. They also recommend to include at least one question with multiple choice. The legitimacy of the test depends on whether it evaluates the skills which are relevant for the job. This type of test also demands a certain amount of money to administer it.
Cognitive assessment, which is also known as CCAT, evaluates an individual’s capacity for critical thinking, make use of new information, and deal with problems. The purpose of CCAT is to determine how easily and quickly an employer can acquire new skills needed for a position. Some employers consider cognitive aptitude tests one of the best ways to predict a candidate’s job performance. It can be recommended to use this type of testing only if a candidate requires additional evaluation. However, employers should keep in mind that such tests can only be legal if they do not break pre-employment testing laws. It should also be noted that CCAT may be extremely costly.
Reference
Scepura, R. C. (2020). The challenges with pre-employment testing and potential hiring bias. Nurse Leader, 18(2), 151-156. Web.