The term “pre-employment test” is used to refer to a range of different assessments that employers utilize during their recruitment process. By using these tests, organizations can simplify the task of finding the right candidate – especially for roles that receive a large influx of applications. Instead of sifting through dozens of different resumes and basing their decision on this information and an interview, they can gather valuable data to assess the suitability of candidates.
So, what exactly are pre-employment tests? While there are several different types, the one thing that they all have in common is that they are a way of gathering data on potential employees during the recruitment process. This data usually relates to the specific skills they will need to successfully carry out the role in question and will offer employers information that cannot be gained from their resume or an interview.
What Are the Different Types of Pre-Employment Tests?
As we have already mentioned, there is no single standardized pre-employment test. Instead, several have been developed, all measuring different types of skills. This means that the type of assessment you face will likely depend on the industry you work in, as well as the specific role you are applying for.
Cognitive Ability Assessments
One of the most commonly used types of assessments is a cognitive ability assessment, such as the CCAT test. The Criteria Cognitive Aptitude Test, to give it its full name, is now a standard part of the hiring process in many industries. Cognitive assessments measure general intelligence covering the main areas of reasoning that will be required for the role including verbal, numerical, and logical reasoning. To give yourself the best chance of passing this type of assessment, click here to read more and practice the CCAT test.
Then you have pre-employment tests that assess overall suitability, rather than testing candidates on specific skills. The use of personality tests is becoming increasingly commonplace as companies look for traits that cannot easily be taught. Unlike aptitude tests, the role of these exams is to assess how suitable a candidate will be in terms of their behavioral traits, personality, and how comfortable they will be with carrying out the day-to-day duties required by the position. While this may not sound critical, placing a candidate in a role that doesn’t suit their personality can be detrimental to the success of both the individual and the business, which is the main reason why personality tests are now being used more and more.
Personality tests generally use what is referred to as the “Five-Factor Model of Personality”. Using this model, the answers given by candidates are measure against the five dimensions; agreeableness, extraversion, stress tolerance, conscientiousness, and openness (to experience). This helps employers build up a fairly accurate picture of their personality type, and how compatible this will be with the role.
How to Prepare for a Pre-Employment Assessment
If you are faced with a pre-employment test during the application process for a role, the first thing you will need to do is to find out what type of exam it is, as this will inform how you prepare for it. Once you know exactly which type of assessment you will be taking, you can then begin researching the kind of questions you should expect.
No matter which type of assessment you find yourself facing, the importance of studying cannot be stressed enough. Not only should you revise, but you should also find out the time limit for the exam and take some practice tests in the limit. This will ensure that when you come to the actual assessment you have a good idea of the type of questions you will be answering and have a clear strategy for working through all of the sections in the allotted time.