Employers use assessments to evaluate the skills, abilities, and knowledge of job applicants. When conducting assessments, employers are typically looking for the following:
- Relevant skills and abilities: Employers are looking for applicants with the skills and abilities necessary to perform the job effectively. They may use assessments to evaluate cognitive abilities, such as critical thinking and problem-solving, and specific technical skills relevant to the role.
- Job-related knowledge: Employers are also interested in evaluating a candidate’s knowledge of the specific job and industry. This can be assessed through aptitude tests, job-specific knowledge tests, and work sample exercises.
- Personality traits: Personality assessments can help employers determine if a candidate is a good fit for the company culture and the specific role. These assessments can measure traits such as leadership, teamwork, and adaptability.
- Motivation and interest: Employers are often interested in evaluating a candidate’s motivation and interest in the role and the organization. This can be assessed through motivation assessments, situational judgment tests, and behavioral interviews.
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:
- Extraversion: This measures a candidate’s sociability and outgoingness.
- Agreeableness: This measures a candidate’s cooperative and compassionate nature.
- Conscientiousness: This measures a candidate’s responsibility and dependability.
- Neuroticism: This measures a candidate’s emotional stability and level of stress.
- Openness: This measures a candidate’s imagination, creativity, and willingness to embrace new experiences.
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 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:
- Describe a situation when you had to handle a difficult customer or co-worker.
- Tell us about a time when you had to make a tough decision.
- Give an example of a project or task that you led and how you managed it to completion.
- 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.