8 Types of Employee Selection Tests!
The selection tests is also called written test or employment test. Selection test is a systematic process that includes different aspects of tests. Different types of tests may be administered depending on the company job.
1. Personality Test
It is the measurement of personal characteristics of the candidates. It is also known as personality inventory which measures the probability traits such as interpersonal competence, self-confidence, ability to lead, emotional stability, motivation, consciousness and so on. Personality test is used to measure a prospective employees motivational level and qualities of the personality as a whole.
2. Integrity Test
Integrity test is also called polygraph test or lie detector test. Integrity test assess attitude and experience related to a persons honesty, dependability, trustworthiness, reliability and pre-social behavior. This test typically ask direct questions about previous experiences related to ethics and integrity or ask questions about preference and interests from which inference are drawn about future behavior in this areas.
Integrity test is used to identify individuals who are likely to engage in appropriate, dishonest and anti-social behavior at work.
3. Aptitude Test
This test measure whether an individual has the capacity or latent ability to learn a given job if given adequate training. Aptitude can be divided into general and mental ability or intelligence and specific aptitude such as mechanical, clerical, manipulative capacity, etc.
Aptitude test conducted to find out:
i. Whether the candidate has the talent to do a specific job.
ii. Whether he has the ability to learn the job after giving him training.
4. Intelligence Test
Intelligence test is used to judge whether the candidate is intellectual, intelligent and smart enough to work in dynamic and changing environment. This test is also widely used to measure the general ability of understanding the things, learning, decision-making and intelligence of candidates all details. Intellectual and analytical human resources are high in demand.
5. Achievement Test
Achievement test is more useful to measure the value of specific achievement when an organization wishes to employ experienced candidates. Achievement test measures the job knowledge of candidates. Under this test a candidate is tested in the knowledge of a particular job of a senior lecturer in commerce. He/she may may be tested in job knowledge where he/she is asked questions about accountancy principle, banking, law, business management, etc.
6. Situational Test
Situational test is all about evaluating whether the particular person is situation specific. It means under situational test it is drilled whether the candidates performs the job in future in a situation of he/she is selected. It evaluates whether a particular candidate can perform the job in a given situation.
7. Interest Test
These test is inventories of the likes and dislikes of candidates in relation to works, jobs, occupations, hobbies and recreational activities. The purpose of this test is to find out whether a candidate is interested or disinterested in the job for which he/ she is a candidate and to find out in which area of the job range/ occupation the candidate is interested. The assumption of this tests is that there is a high correlation between the interest of a candidate in a job and job success.
8. Graphology (Handwriting Analysis Test)
It has been said that an individuals handwriting can suggest the degree of energy, inhibition and spontaneity to be found in the writer disclosing idiosyncrasies and elements of balance and control from which may personality characteristics can be inferred.
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