Candidate Testing
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There are four main types of candidate testing: skills based, behavioral, cognitive, and integrity. Skills based tests assess a candidate's ability to apply knowledge and think critically, and are the most commonly used at 52%. Behavioral tests like the Predictive Index measure work personality and are used 38% of the time. Cognitive tests evaluate learning and problem-solving capabilities and make up 18% of assessments. Integrity tests aim to measure honesty and work ethic, the least common at 10%. Each type of test serves a different purpose in predicting job performance and success.
Candidate Testing
- 2. pre-employment aptitude test that measures an individual's aptitude, or ability to solve problems, digest and apply information, learn new skills, and think critically. Tests can help you make the optimal hiring decision. Each test or profile question has been developed to assess success in that role. Skill based assessments are designed to measure the knowledge, skills, and judgment required for competency in a given domain Integrity tests are administered to assess whether the honesty of the potential candidate is acceptable in respect to theft and counterproductiv e work behavior. Skills based IntegrityBehavioral Cognitive Types of Candidate Testing
- 3. Skills based The intent of skills-based hiring is for the applicant to demonstrate, independent of an academic degree, that he or she has the skills required to be successful on the job. It is also a mechanism by which employers may clearly and publicly advertise the expectations for the job – for example indicating they are looking for a particular set of skills at an appropriately communicated level of proficiency. The result of matching the specific skill requirements of a particular job to with the skills an individual has is both more efficient for the employer to identify qualified candidates, as well as provides an alternative, more precise method for candidates to communicate their knowledge, skills, abilities and behaviors to the employer .
- 4. Behavioral The Predictive Index® (PI®), one example of a Behavioral Testing tool, is a theory-based, self-report measurement of normal, adult, work-related personality that was developed and validated for use within occupational and organizational populations. The PI is used for a variety of human resource management (HRM) purposes, including employee selection, executive on-boarding, leadership development, succession planning, performance coaching, team-building and organizational culture change, among others. Using the PI to increase understanding of the particular strengths and characteristics of staff members can also help increase employee engagement and productivity and decrease staff turnover.
- 5. Cognitive The PI Cognitive Assessment, one example of a Cognitive test, is a 12-minute test with 50 questions. It is given to potential employees to assess the skills that interviewers can’t gauge through the candidate’s resume or in person. When hiring to fill a position, employers often assume that if the person has a degree in the required area, he or she will suffice. However, the degree only shows that the candidate has completed the curriculum, not how well they have performed while doing it. Hence, the Predictive Index Cognitive Assessment is supposed to find those who have earned not only a diploma or a specialization in the respective courses, but also have the desire and the capability to learn and grasp new things. It measures the candidate’s capability under set time-constraints. It is one of the best scientifically-approved management tests in measuring the learning capabilities of job applicants. It predicts thinking capabilities, knowledge acquisition, and much more.
- 6. Integirty Employee integrity tests are meant to measure honesty, dependability and work ethic. They take two forms: overt and covert. Overt integrity tests refer directly to dishonest and counterproductive behaviors (theft, cyber-loafing, absenteeism etc.) Covert testing is personality based. They assess integrity by proxy (e.g. conscientiousness.) There’s a large body of research with interesting results. Overt employee integrity tests have been shown to be valid and somewhat better in predicting job performance than personality tests or unstructured interviews. Covert integrity intesting, on the other hand, can predict absenteeism better than overt tests. There’s also evidence that employee integrity testing is generally less biased and more cost-effective than other forms of assessment. And there’s positive feedback from employers who state that integrity tests have reduced worker’s compensation claims among new hires.
- 7. Skills based Testing- 52% Behavioral Testing- 38% Cognitive Testing- 18% Integrity Testing- 10% 4 3 2 1 Percentage of Use