Measuring and developing workplace skills is becoming more and more important. Nowadays with the rapid spread of digitalization, all kinds of knowledge are widely accessible all over the world, and the emphasis on application of knowledge and skills is continuously increasing. The labor market and recruitment strategies have also significantly changed: recruitment is being relocated to online space with employers using digital devices during pre-screening processes. Pre-screening tests are usually to be filled out by applicants between CV screening or telephone pre-screening and in-person meetings.

What kind of pre-screening tests exist?

Pre-screening tests have different types. Some of them measure our personality traits based on psychometric methodology, while others are focused on measuring one specific skill (image 1). Within skill tests, we can distinguish aptitude, achievement, intelligence and judgement tests. Within personality tests interest, personality inventory, projective and attitude tests can be separated.

Based on this information, four kinds of skill tests exist:

1. Aptitude tests measure the candidate’s cognitive ability and skills. These tests can show how well a person can perform after training, so they can be used for future capability forecasts. Aptitude examinations have two purposes: first, to provide advice for youngsters or job seekers regarding the field they might succeed in. Second, they can provide help in selecting the best candidates for certain positions. Aptitude tests have a number of variations, for example mechanical skill tests or. leadership skill tests.

2. Performance tests can measure the potential of a specific field of work or job position. In other words, these tests can measure the candidate’s capability based on their already acquired skills and knowledge. 

3. Intelligence tests measure the general intellectual performance of candidates. The basic concept of the intelligence test is mental age. This means that IQ is the ratio of mental age to actual age multiplied by 100. IQ levels may vary due to culture and exposure. The application of intelligence tests is based on the assumption that if the organization is able to hire sensible, fast-learning, talented candidates, they will be able to train them as employees faster than the less talented ones. Intelligence tests

4. Decision-making tests are designed to measure how well a candidate can put their knowledge to practice when solving a certain problem.

There are four types of personality tests.

1. Interest tests discover a person’s area of interest and are able to find the kind of job that satisfies them. The most widely used interest test is the Kuder Reference Record, which consists of three forms. The first form measures professional interest, such as mechanical, computer science, art, literary, musical, and office interest. The second form measures professional interest such as group activities, conflict avoidance, and so on. The third type of interest assesses preferences related to certain occupations, such as accountants, salespeople, and managerial positions. 

2.Personality or “personality inventory” tests are designed to measure personality dimensions, meaning they measure personality traits such as interpersonal competence, dominance, surrender, extroversion - introversion, self-confidence, leadership, and ambition.

3.Projective tests are based on images or incomplete items. The candidate is asked to state or project his or her own interpretation to these. The candidate’s reaction reflects their values, motives, attitudes, concerns, personality, and so on. These tests are called projective because they force the candidate to put themself in the position to project their interpretation based on the test situation.

4. Attitude tests are designed to find out how likely the candidate is to favor people, situations, actions, and many other things. Well-known examples of attitude tests are the test of social responsibility, authoritarianism, value learning, and employee morale.

Three tips to make sure you thrive

Although every test is based on a different methodology, it’s a good idea to keep in mind the purpose of each type and what the employer company that uses tests in the selection process might be curious about. There is one golden rule regarding personality tests: just be honest. The purpose of personality tests is to get to know the applicant's character and personality. These tests are not worth manipulating, as it is not good for either party to have a match where there is no chemistry or either party is frustrated.

Below, we would like to give you three important tips about abilitytests, as these are what you can and should prepare for.

1. Practice makes perfect!

The purpose of the ability tests is to measure the candidates' certain skills and competencies. If you have the opportunity, look up what test can be expected in the selection process; the job description might already indicate what skills the employer requires for the open position. Sometimes the employer will give you the chance to first try out similar tests, so that you won’t face any technical problems when filling out the actual one.

2. Create a calm environment! 

Before starting to fill out the test, create a calm environment around you. Recruiters clearly describe the conditions required for the test in the letter that accompanies the test, such as whether you will need internet connection and how long it will take to complete it. It might be a good idea to prepare paper, a pencil, a watch (not a phone!) and a calculator, as these tools can help your work significantly. While you’re filling out the test, put your phone away, mute it, or turn off notifications: it’s important to be able to focus and avoid distractions.

3. Use your time wisely!

Ability tests are usually to be completed under time pressure. When you start to fill them out, pay attention to the following two things:

• Read carefully, how much time you will have exactly: Sometimes different tests set time boundaries based on modules or different systems. If it’s possible to see how many questions you will have to answer - the Spartafy skill test, for example, shows it below - divide your time by the number of questions and you will get the average time per you can spend on a question.
• See if you can jump forward or backward between questions: If so, you might want to quickly click through the test and see what types of questions you can expect throughout the test. If not, we have two practical tips for you: never leave a question unanswered unless the system penalizes the wrong answer; answer all the questions in the time available to you, even if you have 30 seconds left for the last 5 questions.

These tests have two main goals: first, they pre-screen candidates, second, they provide HR decision makers with additional information about the candidate’s performance. So, it's worth taking them seriously, because even if you get past this test, you might find a similar task in the upcoming interviews, that aims to test your shortcomings.