Pre-Employment Tests: What They Are and What to Expect

Testing The Waters

When applying for jobs, most companies and organisations require candidates to undergo a pre-employment test.

But what exactly is a pre-employment test?

These tests, or assessments, act as a means of screening candidates. It’s also a way for employers to evaluate the skills, experience, qualifications and personalities of candidates. If employers are satisfied with the results of the tests, then candidates are able to progress further into the hiring process.

If you’re applying for a job, then chances are you will be asked to complete a test like this.

Test Breakdowns

There are seven types of pre-employment tests. Some employers may require you to complete a test before, during or after the application process.

Depending on the type of industry and position you are applying for, you may need to undertake one or more of the following assessments:

1. Cognitive Test

To measure your critical thinking, problem-solving and observational skills, you will need to take a cognitive test. Often, this will involve answering multiple-choice questions, true or false questions, an IQ test or general aptitude assessments.

If you do well in a cognitive test, then this gives employers an idea of how well you can perform at their company.

2. Emotional Intelligence Test

If you’re ever in a position where you need to collaborate with others – particularly on group projects – and manage professional relationships effectively, you will need to possess strong emotional intelligence. As such, employers may ask you to take an emotional intelligence test, which not only measures your ability to recognise and understand emotions in yourself and others, but also how you handle relationships and stressful situations.

In this test, you may be asked to answer a series of questions such as “What steps would you take to resolve a dispute between two colleagues?” or “How did you respond to your manager when they gave you unconstructive feedback on your work?” Remember to give concise, well-thought-out answers with examples.

3. Knowledge Test

Some positions or roles require varying levels of expertise. If you’re asked to complete a knowledge test, you will need to draw on your previous experiences and learning to prove your competence regarding a specific skill and/or field.

For example, a medical clinic may quiz you about the correct procedures for receiving and processing patients’ medical samples. In another example, an accounting firm may test you on your knowledge of tax laws and regulations.

4. Integrity Test

To test a candidate’s honesty, reliability and moral character, employers will conduct an integrity test, whereby they may ask scenario-based questions to gauge how you would handle certain ethical dilemmas or situations in the workplace.

Examples of these questions include “What course of action would you take if your colleague asks you to conceal a mistake they made on a project?”, “How would you respond if a client asks to engage in an illegal act?” or “What would you do if you were offered a bribe?”

5. Personality Test

As the name suggests, personality tests are indicators used by employers to assess a candidate’s personality traits, as well as their behaviours, motivations and interests. It’s one way to determine if you’re a good fit for the company culture and the role you’re applying for.

These can take the form of questionnaires and motivational assessments – the most famous of these is the Myers-Briggs Type Indicator, which categorises people into one of 16 different personality types.

Remember, there are no right or wrong answers when it comes to personality tests. At the end of the day, it’s up to the discretion of the employer to decide if you’re a good match for the company.

6. Physical Test

Labour-intensive jobs such as construction, general contracting and farming, as well as careers that require workers to be fit and physically strong – firefighters, police officers and physical therapists – means that candidates may have to undergo a physical test.

Factors such as balance, strength, flexibility and endurance will be tested. As such, you might be asked to lift heavy objects, carry out repetitive movements or demonstrate proper body mechanics to avoid injury. Not only will employers see if you’re physically capable to carry out tasks related to the position you’re applying for, but it also reduces the risk of workplace accidents.

7. Skills Assessment

To measure your soft and hard skills, employers will conduct skills assessments. It’s similar to the cognitive and knowledge tests, in that you will be tested on your critical thinking, problem-solving and observational skills, plus you will need to demonstrate your expertise regarding a specific skill and/or field.

These assessments come in various forms, often putting you in situations that require mental and/or physical action. For example, you may be asked to complete a questionnaire that measures your ability to adapt, communicate, collaborate and manage time in the workplace, among other soft skills.

Another example, this time relating to hard skills: a software company testing your IT development skills may ask you to put together a solution for implementing integrations, which you must complete and present at a certain deadline.

Keep In Mind 

If you’re fortunate enough to progress to the pre-employment testing stage, then you’d do well to practise on pre-made tests, as these can prepare you for the real thing. When the employer provides you with the actual tests, read carefully through the instructions; if anything is unclear, reach out to the employer for clarification.

Remember to take your time where possible, as rushing through the test may result in mistakes. Be calm, think carefully, and try to be truthful and concise. If all goes well, you will progress to the next stage of the hiring process.

Good luck!