Ability tests are used to screen applicants based on skills and abilities related to the job position applied for. This appraisal method helps to know more about employees firsthand. It indicates the individual’s ability to know how well he will appear for the position he has been given and the tasks that must be fulfilled. This test usually includes multiple-choice questions. Minimum scores can be set to screen applicants. The “cut-off” score can be increased or decreased depending on the number of applicants. If the selection ratio is low then the cut-off score can be increased, thereby increasing the likelihood of applicants being overqualified. This test helps in measuring an employee’s mental abilities such as verbal skills, reasoning, math, and reading skills. The test should be selected after a thorough and careful job analysis so that you know clearly what skills are required for the job. Aside from that, if you need professionals to help you choose excellent employees, you can hire a staffing agency.
On the other hand, integrity tests measure more on a more specific set of behavioral tendencies. The company may conduct an honesty test to get a candidate with integrity. It helps in measuring the attitudes and experiences of a particular employee. It also helps in connecting the individual with his honesty, art of dependence, and trustworthiness. If these factors are combined positively, then this is a definite green signal for the employee to be selected for a respected position in the company. This form of test can be submitted directly by recruiters in the form of confidential and open questions to see the honesty of candidates through information from themselves.
Finally, personal tests specifically measure candidates based on certain personality traits that are relevant to job performance. For example, being an accountant might require being conservative and very conscientious, whereas a used car salesperson might be described as active and polite. Through this personality test model, it will be able to tell recruiters how likely a person is to fit the job in terms of their personality. Some forms of personality tests are widely known such as DISC, 16 personalities, Big Five, MBTI, and so on.