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There are many different types of tests in each category. For some you can prepare in advance and for others you can't. However it will benefit you greatly if you understand these tests and what they are designed to do.
Personality Tests
These tests attempt to determine an applicant's personality characteristics and if they relate to the personality requirements of successful performance in the defined job. The test format can vary from a brief written test to a long psychological examination. These tests typically measure one or more of five personality dimensions: extroversion, emotional stability, agreeableness, conscientiousness, and openness to experience. Most personality tests are designed to be used by psychologists. However, there are some tests available which can be interpreted by non-psychologists. Personality tests have no "right" answers and cannot be prepared for.
Skills Tests
Research estimates that nearly 65 percent of employers use some sort of pre employment skills test which is designed to test that applicants have the skills they say they have. These tests can range from simple typing tests to a complex mechanical construction. Not only technical skills are tested, an applicant may be asked to develop a marketing strategy for a new product, to write a report or lift a heavy load to demonstrate physical strength. The most important requirement is that the test genuinely assesses skills necessary for job performance.
Aptitude Tests
These tests are designed to determine that the applicant has the ability to perform the job successfully. They are usually written or oral and include evaluation of reasoning ability, numerical, written and verbal skills. They differ from skills tests in that the aptitude test determines the applicant's potential ability to perform the job functions when trained (the applicant's capacity for learning the required skills) while the skills tests determines the applicant's current or existing level of skill. There are general aptitude tests (sometimes called intelligence or IQ tests) and also tests for specific aptitudes.
Integrity and Honesty Tests
Employee theft and fraud costs a company on average $9 per day per employee in the US. Pre employment testing often includes integrity or honesty tests. These are used to evaluate an applicant's honesty and trustworthiness including attitudes towards risky workplace behavior, theft, lying and unethical behavior. Questions are designed to examine the applicant's attitude and approach towards misuse of company resources, email and internet abuse, use of drugs and alcohol, trust with confidential information and personal responsibility.
Drug Tests
These are becoming more and more frequent as employers are encouraged to establish drug-free workplaces. Pre employment drug testing is covered in detail at All About Employment Drug Screening
FAQ about Pre Employment Drug Testing
There is no valid way to “beat the tests” so all you can do is understand pre employment testing in advance and be prepared for the tests you will be given.
How to Approach the Pre-Employment Test
gives you tips and techniques to maximize your chances of doing yourself justice and getting the best score when taking employment tests.The Employment Polygraph - find out what is permitted with regard to the use of pre employment polygraph examinations.
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