Selection tests
A number of employers use selection tests as part of their recruitment procedure. This article describes the type and broad groups of tests you may come across and aims to answer some of the questions you may have.
If you can find out which selection process is used by the employer you can, to an extent, prepare yourself. Some employers will inform you about the selection tests they use. Occasionally you may be sent a leaflet explaining the tests and giving some examples.
Why are selection tests used?
Employers use selection tests to provide extra information about applicants that cannot be obtained from their application forms or interviews. Selection tests gather information on an individual's attainment, aptitude, interests, learning styles and other relevant characteristics.
Some employers invite all applicants for a vacancy to sit selection tests and will make a shortlist on the basis of the results. However, it is more usual for only selected candidates to be invited to sit tests.
If you are applying for a job through a recruitment agency you may find that you take the tests with the recruitment agency rather than with the employer.
Aptitude tests
Aptitude tests are used to predict how well you can perform a particular job or task. They examine your potential by testing aptitudes that are relevant to the job or task in question. They are usually timed against the clock. They may test:
- spatial awareness (dealing with diagrams and three-dimensional shapes)
- verbal reasoning
- numeracy
- problem-solving
- manual dexterity or hand/eye co-ordination.
Practice aptitude tests online
The following websites all offer free practice or examples of aptitude test questions:
Skills and knowledge tests
These exercises measure the acquired knowledge, skills or understanding you have about a particular subject. They are usually timed. A common example is a test of computer keyboard skills and your knowledge of word processing packages.
Personality tests
Although there can be no such thing as a right or wrong answer in a personality questionnaire, the employer is likely to compare your personality profile with the profile that is regarded as most suitable for the position in question.
On the day
If you are asked to sit a test, before it starts you will be given clear explanations of how to complete it. You should have the opportunity to do some practice questions first.
Listen carefully to instructions, but don't be afraid to ask questions if you are not clear about what you have to do.
Try to concentrate on each question in turn, but don't waste time on difficult questions if you get stuck; it is better to move on and come back to them at the end if you have the time.
If you don't have time to finish the test don't automatically feel that you have done badly; many tests are designed so that very few people will be abe to answer all the questions in the available time.
Tests are not the only things that count!
Remember that selection tests are only one aspect of the selection procedure. The person who performs best in tests may not be the most suitable candidate for the job!
Try not to relax beforehand, and unless you know for certain that a particular kind of test will be given, don't go to the extremes over trying to predict and prepare for tests that you may never be required to do!
