Common Tests For Recruitment Selection

Common Tests For Recruitment Selection

Before and organization decide to hire you, they would spend best efforts they are capable of, to ensure that they are hiring the right candidate for the role. There are many different types of tests that organizations use in the recruitment and selection process. Some common tests include:

  1. Cognitive ability tests: These tests measure a candidate's ability to think, learn, and solve problems. Examples include aptitude tests, reasoning tests, and problem-solving tests.
  2. Personality tests: These tests assess a candidate's personality traits, such as conscientiousness, extroversion, and agreeableness. Examples include the Myers-Briggs Type Indicator (MBTI) and the Big Five Personality Test.
  3. Skills tests: These tests measure a candidate's knowledge and proficiency in specific areas, such as typing, computer programming, or foreign language skills.
  4. Behavioral simulations: These tests present candidates with realistic scenarios or tasks and assess how they respond.
  5. Interviews: These are typically conducted in person or via video conference and involve a conversation between the candidate and a representative of the organization.
  6. Reference checks: This involves verifying a candidate's work history and obtaining feedback from their previous employers.

It's important to note that the specific tests and assessments used in the recruitment and selection process will vary depending on the organization and the specific role being filled.

Comments (1)

  • lynda hoffman
    lynda hoffman
    23, Jun 2023 Reply

    Ellen is a high-performer, but she doesn’t always see herself that way.

    On a good day, she knows in her bones that she can be the professional she wants to be.

    On a bad day, she identifies with every ADHD symptom she dislikes. It’s as if she IS the symptom. She’ll say, ‘‘It leaked through.” The mask dropped and the ADHD showed.

    The twin behaviours of adult ADHD – distractibility and reactivity – undermine her best efforts. When they threaten to show up, she wants with all her might to cover them up. They’re the opposite of how she wants to show herself to the world. She’ll say, “I don’t ever want to experience that again!”

    Hiding these symptoms has literally been the fight of her life.

    When Ellen talks about her struggle, you can hear the pain in her voice. There’s an intensity, a repudiation of behaviours she doesn’t respect or approve of.

    Over the years, this fight has solidified into a self-concept that says her wins were only in spite of herself, not because of herself – her talents, innate intelligence and drive.

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