What do employers seek during an evaluation?

Assessment tests provide an objective measure of a candidate’s abilities, allowing employers to compare candidates based on standardized metrics.

While resumes provide an overview of a candidate’s qualifications, assessment tests can verify specific skills and knowledge. For instance, a coding test can confirm a candidate’s proficiency in a specific programming language.

Personality assessments can give insights into how a candidate might fit into the company’s culture or the specific team dynamics.

1. Job-Specific Skills

  • Technical Knowledge: Understanding of the specific technologies, tools, or methods used in the role.
  • Practical Skills: Ability to apply knowledge to perform tasks or solve problems related to the role.

2. Cognitive Abilities

  • Problem-Solving: Ability to analyze situations and find solutions.
  • Decision Making: Making informed, practical, and timely decisions.
  • Critical Thinking: Evaluating information systematically and making logical inferences.

3. Soft Skills

  • Communication: Effective verbal and written communication.
  • Teamwork: Ability to work well with others and contribute to group projects.
  • Leadership: Ability to guide, motivate, and manage others (if relevant to the position).

4. Cultural Fit

  • Values and Ethics: Alignment with the company’s values and ethical standards.
  • Motivation: Passion and enthusiasm for the role and company.
  • Adaptability: Willingness and ability to adapt to changing circumstances and challenges.

5. Emotional Intelligence

  • Self-Awareness: Understanding and managing one’s own emotions.
  • Empathy: Understanding and respecting others’ feelings and perspectives.

6. Behavioral Traits

  • Reliability: Consistency and dependability in performance.
  • Initiative: Proactive attitude and willingness to take on responsibilities.
  • Time Management: Effectively managing time and priorities.

7. Legal and Ethical Compliance

  • Integrity: Honesty and adherence to moral and ethical principles.
  • Regulatory Knowledge: Awareness of and compliance with industry-specific regulations.

8. Educational and Professional Qualifications

  • Academic Knowledge: Understanding of theories, principles, and facts relevant to the field.
  • Certifications: Possession of relevant professional qualifications.

9. Experience

  • Relevant Experience: Previous work in similar roles or industries.
  • Project Management: Ability to manage projects effectively, if relevant.

10. Attitude

  • Positivity: Maintaining a positive and constructive outlook.
  • Resilience: Ability to bounce back from setbacks.

Aptitude Tests

Employers utilize a variety of tests to assess potential candidates during the hiring process. These assessments help them evaluate different aspects of a candidate’s abilities, personality, and fit for a particular role. Here’s a breakdown of some commonly used employer tests:

Personality Assessment Test

Many companies choose to use personality tests during the recruitment process of new employees. These simple personality assessments help employers see who is truly right for the job and weed out those who may not be as good of a fit for their company.

There are several different types of personality assessment tests, including self-report assessments, projective assessments, and behavioral assessments. The type of test used can vary depending on the employer and the specific job requirements.

Personality assessments typically measure a candidate’s traits such as:

  1. Extraversion: This measures a candidate’s sociability and outgoingness.
  2. Agreeableness: This measures a candidate’s cooperative and compassionate nature.
  3. Conscientiousness: This measures a candidate’s responsibility and dependability.
  4. Neuroticism: This measures a candidate’s emotional stability and level of stress.
  5. Openness: This measures a candidate’s imagination, creativity, and willingness to embrace new experiences.

SJT Test

A Situational Judgment Test (SJT) is a type of assessment used by employers to evaluate a job candidate’s decision-making and problem-solving skills in realistic job-related situations.

An SJT presents a candidate with hypothetical scenarios and asks them to choose the most appropriate and effective response from a list of options. The scenarios are designed to simulate situations that a candidate might encounter on the job.

For example, a customer service representative might be presented with a scenario where a customer is unhappy with a product and ask to choose the best way to respond.

Employers use SJTs to assess a candidate’s judgment, reasoning, and decision-making skills, as well as their approach to ethical dilemmas and workplace conflicts. The results of the test can provide valuable information about a candidate’s fit for the role and the company culture.

SJTs are typically administered online or in a paper-and-pencil format and are used as part of a comprehensive pre-employment assessment process.

Behavioral interviews?

Behavioral interviews are a type of job interview that focuses on the candidate’s past behaviors and experiences to predict their future job performance. The interviewer asks questions that explore the candidate’s actions in specific situations, to gain insight into how they might behave in similar situations in the future.

Behavioral interviews are based on the premise that past behavior is a strong indicator of future behavior. During the interview, the candidate is asked to provide specific examples of how they have handled situations in the past, rather than simply answering questions about their abilities and qualifications.

Some common types of behavioral interview questions include:

  1. Describe a situation when you had to handle a difficult customer or co-worker.
  2. Tell us about a time when you had to make a tough decision.
  3. Give an example of a project or task that you led and how you managed it to completion.
  4. Describe a situation where you had to resolve a conflict with a team member or manager.

Behavioral interviews can be an effective tool for employers to determine if a candidate is a good fit for the role and the company culture. They can also help to provide a more in-depth understanding of a candidate’s skills, knowledge, and experience.

How Should I Prepare for the Assessment Test?

It’s important to prepare for the assessment test by touching up on basic math, reading, and science topics. Taking practice tests will give you the best shot at succeeding in these areas.

Preparing for the personality tests is a little more difficult, as your answers are meant to be truthful and made according to your own opinions on certain situations. Reading the company’s mission statement and website can help guide you in your answers.

The assessment is relatively straightforward, and most will find the process to be simple and laid-back. Preparation and practice will give you the best shot at landing the job.

Free Assessment Tests

Online personality assessment practice test