We also offer administering written, oral, or other tests as a means of determining the suitability or desirability of a job applicant
Performance Assessment tests:
Performance-based assessment testing is a process to find out if applicants can do the job for which they are applying. It is done through tests, which are directly administered and judged by Hiring Managers who will be supervising the potential hire.
Personality tests may potentially be useful in personnel selection. An assessment of mental stability and fitness can be reasonably related and necessary in the performance of the job.
Cognitive Ability tests:
Tests of cognitive ability can assess general intelligence and correlate very highly with overall job performance. Individuals with higher levels of cognitive ability tend to perform better on their jobs. This is especially true for jobs that are particularly intellectually demanding.
Job-knowledge tests when applicants must already possess a body of knowledge before being hired. These tests are particularly useful when applicants must have specialized or technical knowledge that can only be acquired through extensive experience or training. Job-knowledge tests are commonly used in fields such as computer programming, law, and financial management.
Situational judgment tests:
Situational judgment tests are commonly used as employee-selection and employee-screening tools and have been developed to predict employment success. These tests present realistic hypothetical scenarios in a multiple-choice format. Applicants are asked to state what they would do in a difficult job-related situation. Responses are scored according to the level of effectiveness, rather than as right or wrong.
Situational judgment tests measure the suitability of job applicants by assessing attributes such as problem solving, service orientation, and striving for achievement. These tests screen for candidates with key attributes and assess their capabilities to perform and respond to job-related situations.