Types of Pre-Employment Tests Employers Give


















Passing pre-employment tests advances you into the next stage of the hiring process. These tests provide the employer with information to show if and what specific job openings are best suited for you. They also give these tests to see if your skills match the requirements and work experience within the job description. Some employers may have pre-employment testing as a requirement before being interviewed. They may use the tests to narrow down the number of applicants and accelerate the hiring process.

Learning about the types of tests helps you prepare for the steps you need to know to obtain a job or position that aligns with your career path.


Here are some pre-employment tests you can prepare to take.

  • Job knowledge tests

  • Integrity tests

  • Cognitive ability tests

  • Personality tests

  • Emotional intelligence tests

  • Skills assessment tests

  • Physical ability tests

  • Background testing

  • Drug testing

  • Psychological testing

Job knowledge tests

Given to identify your knowledge about the job your applying for. This test helps determine if you can apply the expertise you earned from previous positions. Ask the hiring manager about the subject matter of the test and read the questions thoroughly to improve your chances of passing. For example, if your prospective employer is hiring for a human resource assistant, you may receive a job knowledge test on the employers payroll system.


Integrity tests

These are the most objective tests administered. They help measure the reliability of applicants. They ask questions pointing to the degree of integrity and ethical decisions you have when encountering certain situations in the workplace. They may prove your a match for the work culture and show you can get along with coworkers. Answer these questions honestly to show the employer what type of employee you will be if hired.


Some questions may be:

  • Do you have the same core values inside and outside of the workplace?

  • How would you act if a manager or a coworker gave you a task that violates policies?

  • If a client asks you to do something illegal, would you do it?

Cognitive ability tests

These tests ask questions about your mental capacity to work in a position. The answers you provide help employers predict job performance and how you handle complexity. The most common test is the General Aptitude test (GAT), which highlights your ability to use logical, verbal and numeric reasoning to approach tasks. Take practice tests to prepare yourself.


Personality tests

Personality tests indicate if your personality can lead to an increase in work productivity and if you will fit within the employers culture. Results may help evaluate your level of dedication and show if you are interested in a long-term career. Review the types of personality tests to understand the format and questions asked so you can accurately represent your personality to employers.


Some personality tests you might take:

  • Myers-Briggs Type Indicator

  • DISC Behavioral Inventory

  • Hogan Personality Inventory (HPI)

  • Occupational Personality Questionnaire (SHL)

  • Berke Assessment

Emotional intelligence tests

These tests analyze your relationship building skills and knowledge of emotions. Having high emotional intelligence shows you can diffuse conflicts and relieve anxiety of coworkers. Employers may use the Berke assessment to review the range of your emotional skills to see if your a good fit for the position your applying for. Skills that can be revealed during this test include; Teamwork, Adaptability and, Empathy.


Skills assessment tests

These assessment tests give an overview of soft and hard skills. Employers test these skills in the later stage of the hiring process to understand who they may want to hire. For example, if an employer wants to hire you for a public relations position, they may administer a writing or speaking before groups test. These tests show if you can write good content, speaking abilities and confidence. Additional skill tests may require you to demonstrate your research, presentation or leadership skills to advance in the hiring process.


Physical ability tests

These tests reveal if you are capable of performing in roles that require physical work, strength and stamina. Police officers, fire fighters, nurses, military personnel and forklift operators for instance. Testing for physical competencies adds another step in the hiring process so employers can reduce the chances of workplace accidents as well as finding qualified candidates.


Background testing

Background testing is used to verify the information provided by the candidate.


Usually included in a background check:

  • Employment check

  • Education check

  • Residence history

  • Narcotic use/Drug testing

  • Criminal background check and driving record

  • Credit history

  • Personal history statement and references (professional and personal)


Drug testing

Employers may check you for drug usage. An employer can ask a candidate to submit to a drug test after a conditional offer is given. If the test results are positive, you may lose your offer.


Psychological tests

Employers use psychological testing for a candidate or employee seeking a position change, to show if the character traits are suited for the role. Although there is no right or wrong method you can use to pass these tests, you can utilize tools that may get through them successfully. You can take practice test to familiarize yourself with the type of questions asked. Consider the job role and the traits that would be beneficial. Be honest with your answers. Relax and avoid stress before the testing.


Preparation, planning and asking questions of your potential employers hiring manager or recruiter can assist you in getting through the hiring process, job transition, shorten the length of time to conclude the process and assist you in being successful in obtaining the job, role or position you are seeking.










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