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| How Do I Select The Right Test |
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Every organization uses a variety of methods to assess the individuals that they hire. There are many things to review when evaluating an applicant’s suitability and there are many ways to assess a candidate; not the least of which are the resume, interview process and reference checks. Standardized testing can also be a valuable part of the evaluation process.
Testing enables an employer to not only assess specific skills, attitudes or aptitudes quickly and accurately, but also standardizes the application process, ensuring that each candidate is measured against the same criteria. Tests or assessment tools that make this possible should be validated to ensure that they are accurate, reliable and legal for use. Click here for more information on validity.
Before you begin testing, you must know what you want to measure; then find and select the appropriate tool for measuring those areas. There are several factors that should be considered. Are you hiring for an entry level position, promoting an existing employee or assessing a senior employee’s skill sets? Selecting the right tool for the job is important.
There are few one-size-fits-all assessments. Most tests are specific to a certain skill set, job role or ability. Consider what you need to know about an applicant before you hire them or what skills you must ensure that they have before you offer them employment. Sometimes it is necessary to combine a number of tests to accurately measure everything that you want to test for.
If you are trying to determine which one of several candidates would be a good team leader, administer a team leading or leadership skills test. If you’re hiring for an entry level position, a test that measures honesty, tenure, attitudes towards supervision or reading/math ability would be appropriate. There are a wide range of assessment products available to help employers test for skills in customer service, retail, management, mechanical ability, honesty, dexterity, safety habits, office skills, computer skills and more. If you know what skills your employees require, then you know what type of tests you need to use to evaluate them.
Types of Tests
Basic Skills Tests
Basic skills tests measure skills that should reasonably be expected for most employees, regardless of their position. These are usually the sort of skills that people obtain in elementary school, high school or everyday life. Basic skills might include such things as reading, arithmetic, measurement, problem solving, decision making, reasoning, vocabulary and checking accuracy.
Aptitude Tests
Aptitude tests measure a person's ability to learn jobs, perform successfully in training or assess current skill levels, i.e. general mechanical aptitude. These tests can help to select entry-level workers by measuring their general knowledge and natural ability. Aptitude tests are not usually used to measure specific knowledge; however, some are more specific. Mechanical aptitude tests measure practical knowledge in mechanics and such things as physics, science and tools and can be used as an indicator of a person's ability to learn mechanical concepts. Electrical aptitude tests measure practical knowledge in science, abstract thinking, mathematics, physics, and logic and can be used as an indicator of a person's ability to learn electrical concepts. MultiCraft aptitude tests would be a measure of both mechanical and electrical capabilities.
Skill Tests
Skill tests are generally task or job specific. Tests have been developed to help test a person’s ability to perform a specific set of tasks or skills. These tests measure things like Microsoft Word, customer service ability, pharmacy skills, sales ability, welding ability, warehouse skills, etc.
Click the Test Categories link to review assessments sorted by their recommended application or the A–Z Test List to review tests alphabetically. |
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