You may want to ask for other application materials depending on what the job is. |
There are many tests that you can administer to job applicants. Some cannot legally be given until after a conditional job offer has been made, while some may be a part of the application and ... |
Testing of job applicants is supposed to help you pick the best candidate by giving you information that is valuable to your selection process. Here's a good rule to apply: If you feel that the ... |
Choosing the right test can be like choosing the right consultant — it requires that you do your homework first. |
Once you've decided to test and have chosen a fair one, if the test is one you will administer yourself, consider ... |
Use achievement tests to pick out those applicants who already possess a special skill or knowledge needed to perform a job. As opposed to aptitude tests, ... |
Use aptitude tests when you need to measure a person's capabilities and potential. |
Physical ability and agility tests assess an applicant's endurance, strength, or overall physical fitness needed to perform actual or simulated job-related tasks. |
Personality tests were developed by psychologists and psychiatrists for use in counseling and therapy. One commonly used personality test in educational settings is the Myers-Briggs test. |
Lie detector tests and honesty tests should be reserved for instances when they are absolutely needed, such as for jobs where employees: |
