Prepare for Pre-Employment Personality and Aptitude Tests

You were invited for a job interview and received an invitation to take Pre-Employment Personality or Aptitude Assessment Tests?

Whether it is a cognitive ability test, a skills test or a personality assessment is important to prepare in advance for the interview.

A pre-employment test is a tool used by organizations to assess the skills, abilities, and knowledge of job applicants. These tests are used to help employers make informed hiring decisions by evaluating candidates’ qualifications for the role.

Pre-employment tests can cover a wide range of areas, including cognitive abilities, job-specific knowledge, personality traits, and physical abilities. Common types of pre-employment tests include cognitive ability tests, such as the Criteria Cognitive Aptitude Test (CCAT), aptitude tests, such as the SHL test, and personality tests, such as the Myers-Briggs Type Indicator (MBTI).

Pre-employment tests are typically used in combination with other selection tools, such as interviews, reference checks, and work samples. The results of pre-employment tests can help employers identify candidates with the skills and abilities required for the role and maybe a good fit for the company culture.

It’s important to note that pre-employment tests should be used as one aspect of a comprehensive selection process and should not be relied upon as the sole determinant of a candidate’s qualifications. The results of pre-employment tests should be considered in conjunction with other information to make a comprehensive assessment of a candidate’s qualifications.

Pre-Employment Assessments

You may have to take any of the following Pre-Employment assessments:

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Why is a High Test Score Important?

A high score on the Pre-Employment assessment test will give you top priority during the selection process.

Preparing beforehand increases your chances of success by about 70%.

1. It is not enough to pass the test to be accepted for the job. You need to have the highest score from the other candidates.
2. Some companies offer higher salaries to candidates who get a high score on the exam.
3. Your score is stored in HR systems and if a new position becomes vacant, there is a chance that they will contact you with an offer.

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Why use psychometric, Personality, and Aptitude testing in the recruitment process?

1. The psychometric selection aims to provide measurable of the candidate’s suitability to examine whether the candidate is suitable for the position and the team with which he should work.
2. Aptitude Test selection is an opportunity to make a more informed decision and evaluate the skills, abilities, knowledge, and potential of the candidates.

Popular Test Provider Companies

There are cases where the HR department does not update you on which test you need to pass but gives the name of the test provider.

We have a Bundle pack that will allow you to study for as many tests as you need.

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