How do assessment tests work

If you thought your test-taking days ended when you left school, think again. The more senior the role, the more likely the employer is to use assessments to identify candidates with the right traits and abilities. Companies use them to identify people with the traits and skills required for particular jobs, and new hires who have misrepresented themselves are quickly found out.

Organizations take these tests seriously, so you should, too. Prehire assessments have been around at least since the Han dynasty in the third century. Chinese imperial leaders used them to gauge knowledge, intellect, and moral integrity when selecting civil servants. Modern personality and intelligence tests were introduced in the United States and Europe during World War I, to aid in military selection, and after World War II companies started adopting them to screen applicants.

Today employers like assessments because they greatly reduce the time and cost of recruiting and hiring. Tests also prevent interviewers from accepting or rejecting candidates on the basis of conscious or unconscious biases. And because tests can be given remotely and scored electronically, they widen the pool of candidates.

Most important, valid tests help companies measure three critical elements of success on the job: competence, work ethic, and emotional intelligence. Research shows that tests for such traits are much better predictors of performance than are years of experience or education—the sort of data that candidates typically highlight in their applications. Competence is usually measured with aptitude tests, which consist of questions or problems with objectively correct answers designed to assess raw reasoning power.

The most common types measure verbal, numerical, abstract, or logical thinking. The key thing to remember about aptitude tests is that employers rely on them merely to establish that you have sufficient reasoning and learning skills.

In recent years employers have also evaluated competence with situational judgment tests SJTs. Instead, experts or judges determine which answers are most and least desirable. These tests are typically untimed and focus more on tacit knowledge or practical know-how than on reasoning performance. Types of job assessments. Skills assessment tests. Job knowledge tests. Personality tests.

The Big Five Model, which evaluates an individual's extroversion, emotional stability, agreeableness, conscientiousness and openness to experience Motivation tests, which assess motivators such as success, financial gain, identity, power, independence, recognition and status. The Myers-Briggs Personality Type Indicator, which categorizes individuals into one of 16 personal types based on their levels of extroversion or introversion, sense or intuition, thinking or feeling and judging or perceiving.

Cognitive ability tests. Emotional intelligence tests. Integrity tests. Overt integrity tests ask applicants about their attitudes toward theft, dishonesty and unethical behavior. Example: Have you ever stolen anything? Covert integrity tests ask applicants about personality traits that show honesty, dependability and respect. Example: Which statement describes you best: I always follow the rules, I sometimes follow the rules, I never follow the rules.

Physical ability tests. What to expect during assessment tests for jobs. Research the company to find information from previous applicants and employees about the testing process. You might find reviews and details on message boards, social media, online communities and professional networking sites. If you are completing the test online or at home, make sure you are well-prepared and take your time.

If a company gives you 48 hours to complete a writing assignment, for instance, use that time to put extra thought and effort into your responses. Be honest about your skills, knowledge and preferences, particularly if you are taking a personality or integrity test.

Giving truthful answers ensures you fit with the company's culture and will be happy working there. Read More 24 Jobs on Container Ships. If you have a friend who's particularly good at math, ask them to help you study. When you get sample problems wrong, make sure you look over your work to figure out why. For instance, if you're applying to work as an architect you might be tested on your ability to calculate dimensions. Study writing skills if you need to improve on them.

Practice your grammar, spelling, and typing skills as needed. Work on these for at least an hour a day leading up to the test, or more if necessary. Show your work to someone with a good understanding of writing and ask them how you can improve and what skills you need to work on.

Practice your skills with the software the job requires. If the job ad asks for proficiency in specific software programs, you may need to demonstrate proficiency on your test. For instance, if the job requires you to know how to use Excel, you may be given sample tasks to perform using that program.

Search for online tutorials if you need to refresh your memory of the software program. Create a positive environment for the test. If you're taking the test at home, work away from distractions, like the TV. You want to be focused on the assessment. If you're taking the test at the office, bring a bottle of water or anything else you might need to feel comfortable. Stay calm while answering questions. Take a few deep breaths if you find yourself getting stressed out.

If you can't think of the answer to a question, try to come back to it after you've finished the rest of the test. Try not to worry about whether or not you'll ultimately get the job, and instead focus on answering each question as well as you can. Read questions thoroughly. Don't simply glance at questions and assume you understand them completely.

If a question confuses you, read it again. If you read a question several times and still don't understand it, take your best guess and try to come back to it later if there's time. Did you know you can get expert answers for this article? Unlock expert answers by supporting wikiHow. Katherine Demby Test Prep Specialist. Katherine Demby. Support wikiHow by unlocking this expert answer. Not Helpful 0 Helpful 0.

Not Helpful 0 Helpful 1. Is it okay to ask for additional help or information while working on a project? Of course! The more information you can get about your project, the better!

Not Helpful 1 Helpful I would avoid working on multiple projects at one time. I would try to finish each one with care and precision, and finish it fast. Ethical hiring standards dictate that assessments be delivered to all candidates for a particular job and not applied selectively. Talent assessments are used as part of a screening process that helps employers to decide which candidates to interview.

Many talent assessments are given online, or in a company or store office via computer or a hiring kiosk. Others may be conducted in person. While applying at one of the companies that use online talent assessments, the entire hiring process leading up to interviews is handled via the internet.

Job postings are listed online, candidates apply online through the company website, and then they take the talent assessment. Applicants either take the test when they apply online or are directed, via email or the company website, on how to take the test.

Tests may be hosted on a third-party website which gives instructions on how to access and take the test. Some employers will use job simulations that are designed to measure whether candidates can perform tasks associated with the job. For example, an employer might ask a staff member to roleplay scenarios with candidates to assess sales, problem-solving, verbal communication, or counseling skills. Candidates for administrative or clerical staff positions might be asked to perform tasks that assess their typing accuracy and speed, as well as proofreading, writing, and editing skills.

For jobs that require physical ability, employers might set up simulations to assess strength, dexterity, or endurance. For teaching or other jobs that require public speaking skills, employers might ask candidates to teach a lesson or give a group presentation.

After you take the test, you may be told immediately whether you passed or failed, or you may not learn how you did. In some cases, you will be notified if the company is interested in hiring you. In other cases, you may not hear back at all, depending on company policy regarding notifying applicants for employment.

Pass or fail is a relative term. The results are based on how the employer thinks a candidate should answer, which doesn't necessarily correlate with your qualifications for employment. In many cases, the company is looking for a certain type of employee that is a fit for their organizational structure and company culture—not just someone who has the required skills and abilities.