How to effectively prepare for your pre-employment testing. practice aptitude tests, practice personality test for employment.
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However, personality tests are just the beginning of the benefits that online
testing can offer. In addition to personality tests, companies can also perform
online simulations of the actual job to see how the candidate in question can
handle the responsibilities of the job. Using job simulation testing in the hiring
process can provide additional perspectives on the candidate in question, as
well as help recruiters use a data-driven approach to discover better
“Web-based employee screening and selection assessments…are an
increasingly popular option for more companies.”
shutterstock_148012400In the article,
the Tribune brings up several great
points on the benefits of personality
testing. By using personality tests at
the beginning of the hiring process,
human resource teams can use
statistical feedback to determine who
should move forward in the process,
as well as what questions they should
focus in on during the face-to-face
And, because data is being used to determine who to interview, the entire
process is sped up since under-qualified candidates can be identified through
personality testing data and exited prior to meeting with a recruiter.
The benefit speaks for itself: better candidates, better interviewing questions
and a quicker hiring process, all with hard data to back it up.
In addition to providing tangible feedback on prospective candidates,
personality testing also benefits follows up interviews by giving the
interviewer an idea of what areas they should focus in on with questioning. So,
if a candidate scores low in a certain area, the follow up interview could be
focused on why that candidate may have scored low, giving the candidate a
chance to discuss where they went wrong and possibly reconcile the score.
Additionally, the hard data provides groundwork for newer hiring managers,
giving them a sense of what to look for in candidates much earlier in their
“When companies avoid using online assessments, it’s often because they
aren’t closely enough aligned with the job being filled.”
As beneficial as personality testing is, however, it's merely one dimension of a
multi-dimensional candidate. Gaining a more holistic view of the candidate
requires evaluating against more than one aspect of the job, while still
achieving quantifiable data to determine what type of employee the candidate
will be, and how well they'll be able to perform the responsibilities of the job.
This is where the importance of job simulations comes into play.
With job simulations, a company is able to provide job like scenarios that the
employee might face, with the candidate able to complete each scenario and
see if they meet the job requirements.
Job simulations can be applied to multiple roles - from call center agents, to
field services, sales, and retail as well - and shows whether or not a candidate
can use their demonstrated personality traits into the job's demands. Now,
you're not only achieving qualitative data for their personality, but also their
ability to perform the job at hand.
Using personality tests and job simulations in harmony with one another can
result in bringing in the best talent possible and ensuring that new employees
will quickly adapt to their roles, while weeding out any candidates who may
have the motivational fit, but not the ability to handle the job.
To learn more about job simulations, download the white paper on job
simulation in the hiring process below. For more blog posts about hiring,