Get to know the seven types of pre-employment tests and assessments

Pre-employment tests or assessments are common in today's recruitment process and crucial to making the right hiring decision. By understanding what pre-employment testing is, the different types of tests that employers use, and how to prepare for them, you can improve your chances of passing the assessments and landing a job offer. Read on to find out more!

What is pre-employment testing?

Pre-employment testing is a stage in the hiring process. A prospective employer will give a candidate a pre-employment test to get a better idea of their skills, personality, and behaviour. 

The tests, also known as hiring tests or aptitude tests, objectively assess different characteristics and skills. These can include technical know-how, cognitive ability, integrity, personality traits, emotional intelligence, job-specific skills, and physical ability. 

Additionally, pre-employment tests can be designed by the employer or provided by third-party platforms, such as with eSkill and Workable assessments.

Why do employers use pre-employment testing?

There are several reasons why employers use pre-employment testing. The overall goal is to ensure the right hire is made, but there are a few specific considerations too, including:

  • Skills and knowledge: To assess candidates' job-related skills and knowledge, ensuring they meet the role's requirements effectively

  • Efficiency: To identify qualified candidates early, consequently streamlining the recruitment process and minimising recruitment costs

  • Cultural fit: To evaluate candidates' alignment with the company's values and work environment, fostering a cohesive team dynamic

  • Legal compliance: To ensure testing practices comply with relevant legal standards, promoting fair and non-discriminatory hiring practices

  • Objective benchmarking: To use standardised assessments for objectively comparing candidates based on specific job criteria, facilitating informed hiring decisions

What are the most common types of pre-employment tests?

There are seven types of standardised pre-employment tests. Here is an overview of each type and examples of what they might look like for certain roles and industries.

1. Skills assessment tests

Skills assessment tests are widely used in pre-employment screening to evaluate both hard and soft skills required for a specific role.

These tests typically occur later in the hiring process after an initial interview to validate your technical proficiency and expertise related to the job. They ensure that candidates can substantiate their qualifications beyond what is discussed during interviews.

For example, a developer might undergo a skills assessment to demonstrate proficiency in programming languages such as Python, Java, or JavaScript. Similarly, a copywriter might be tasked with a copy-editing exercise or a content creation assignment.

Employers also assess soft skills, especially for senior roles or positions in distributed teams. Candidates might be presented with hypothetical work scenarios to gauge their problem-solving approach and interpersonal skills.

2. Job knowledge tests

Job knowledge tests assess theoretical or technical proficiency in a specific field, which is crucial for roles requiring specialised industry knowledge.

Employers utilise these tests to ensure candidates possess the necessary expertise to excel. This assessment is critical in professions where detailed knowledge directly impacts job performance.

For instance, a nursing candidate might face questions on medical terminology or procedures like drug administration. Similarly, a chef may be quizzed on cooking techniques and culinary knowledge.

These tests verify whether candidates comprehensively understand the role's requirements and the industry-specific knowledge essential for success.

3. Cognitive ability tests

A cognitive ability test, also known as an aptitude or intelligence test, is designed to measure a candidate's mental capabilities, including learning and problem-solving. 

There's a range of specific cognitive abilities these tests evaluate. Aptitude test examples  include those that measure:

  • Logical reasoning

  • Numerical reasoning

  • Verbal reasoning

  • Abstract reasoning

  • Spatial reasoning

  • Inductive reasoning

  • Deductive reasoning

  • Learning agility

  • Memory recall

  • Speed of processing

  • Critical thinking

  • Attention to detail

  • Problem-solving

Cognitive ability tests are helpful when hiring for roles requiring analytical thinking or the ability to quickly learn new information. For example, a financial analyst needs to interpret complex financial data and make data-driven recommendations so that an employer may assess their cognitive ability with a pre-employment assessment.

4. Personality tests

Personality tests are another common pre-employment test. They aim to reveal whether a candidate is a cultural fit and if their personality can help to drive the organisation's success. 

Employers can choose from different personality tests, but they all assess a candidate's traits and characteristics. For example, an employer may use a personality test on project manager candidates to see how their personality traits relate to the demands of the role at the organisation.

Common personality tests used in pre-employment testing include:

  • Myers-Briggs Type Indicator (MBTI)

  • SHL Occupational Personality Questionnaire (OPQ)

  • Saville Assessment Wave Styles Personality Questionnaire (SPQ)

  • 16 Personality Factor Questionnaire (16PF)

  • DISC Personality Assessment

  • Thomas International Personal Profile Analysis (PPA)

  • Hogan Personality Inventory (HPI)

  • Watson-Glaser Critical Thinking Appraisal

5. Emotional intelligence tests

Emotional intelligence (EI) tests are designed to assess how your emotions impact your thoughts and behaviours and how you manage them professionally. EI tests are often used when a role requires strong interpersonal skills, teamwork skills, and leadership ability. 

Skills that are often assessed during an EI test include:

For example, a prospective employer may assess a customer service applicant's empathy by asking them about a time they had to deal with an upset customer. Alternatively, a candidate for a team leader position may be asked about a time they had to motivate their team to meet a challenging goal.

6. Integrity tests

Integrity tests are a type of risk test. They aim to measure a candidate's reliability, helping to prevent the company from hiring a dishonest or undisciplined applicant.

The test is designed to assess a candidate's likelihood of following the rules and will weed out any counterproductive tendencies, such as deception, policy violation, or absenteeism. 

Integrity tests are typically used for entry-level positions because entry-level candidates often have limited professional experience or exposure to the working world. This is a potential risk, as they may need to establish a track record of ethical behaviour or understand what's required in a professional environment. 

There are two main types of integrity tests:

  1. Overt integrity test: This type directly asks applicants about their attitudes, beliefs, and past behaviours related to integrity and ethical conduct. For example, applicants may be asked, “Have you ever lied to a supervisor or manager about a work-related matter?”

  2. Cover integrity test: This type assesses integrity through scenarios or situations presented to applicants without explicitly stating that integrity is being evaluated. For instance, applicants might be asked, “Imagine you're aware of a mistake in a report your supervisor is about to present. What actions would you take in this situation?”

7. Physical ability tests

Physical ability tests are another form of risk mitigation. They assess whether a candidate fulfils the physical requirements for the job. They're most common in roles involving physical work, such as event security personnel, construction workers, and law enforcement. 

Physical ability tests assess functional abilities, including:

  • Strength tests, like lifting and carrying

  • Endurance tests

  • Agility tests

  • Balance and flexibility tests

  • Job-specific tasks

How to prepare for pre-employment testing

Most employers will use at least one pre-employment test as part of a comprehensive recruitment process, so you should expect an assessment regardless of your industry or position. Here are a few ways you can prepare for a pre-employment test:

Find out what hiring test you will receive

Determining the type of test you could take in advance will help you prepare for a pre-employment test. For some industries, it might be obvious whether there will be a skills assessment or physical abilities test, but for others, it might need to be clarified.

If you need to figure out what test you'll receive, reach out to the hiring manager to ask about the stages in the interview process to identify whether there's an assessment phase. If there is, ask about the test they anticipate using.

Refresh your skills

If you anticipate the test will cover technical knowledge related to the job – common in skills assessments, job knowledge tests, and physical ability tests – it's wise to brush up on your skills. 

Take time to review key concepts, procedures, and industry-specific terms. This preparation ensures you're well-prepared and confident, avoiding any surprises due to lack of preparation.

Practice makes perfect

You would practise interview questions before your interview, so you should get to know the types of pre-employment tests and practise sample questions, too. If you find any question difficult, spend time perfecting your approach to these, rather than wasting time on questions you find easy, to help increase your confidence on assessment day.

Review instructions carefully

Before you begin the test, take a moment to read through the instructions carefully. This ensures you can navigate the assessment smoothly and minimise mistakes. 

Instructions often include valuable details, such as the scoring system used, which can significantly impact your approach. Taking the time to understand these instructions can enhance your performance and confidence during the test.

Review your answers

If you have time before the assessment ends, it's a good idea to double-check your responses. Assessments can be stressful, and pressure can lead to simple errors. By reviewing your answers, you can catch any mistakes and make necessary corrections.

Remember to be honest

Honesty is the best policy with pre-employment tests for two reasons. Firstly, many employers use technology to analyse candidate responses, which helps them identify dishonesty. Lying won't just waste your time. It could also put a black mark against your name for future job opportunities.

Secondly, providing genuine answers that reflect your true characteristics, values, and experiences will result in a right role for you. If you lie, you can't make an informed decision about your suitability for the role – nor can the employer. 

Prepare for success

Understanding pre-employment testing is a crucial step in securing your dream job. While these tests can often leave you feeling anxious, having the right mindset and preparation can keep any worries at bay. Tackle that test with confidence – it'll be over before you know it!

At TopCV, we know the significance of presenting your best self. Let us help you shine. Submit your CV for a free review and take a confident step toward a successful career.

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