Which test assist in determining how well an individual can perform tasks related to a job?
••• MoMo Productions / Getty Images Updated on September 07, 2022 Is it legal for employers to conduct pre-employment tests and background checks on job applicants? The short answer is yes. Companies can test applicants for employment. The longer answer is that the tests must be non-discriminatory and the tests must be properly administered and validated. If you're being considered for a job and have been asked to take some kind of test, you may be wondering what the test is for, how it will influence your chances of being hired, and perhaps whether it's even legal. Here, to help put such requirements into perspective is a brief overview of pre-employment testing. Key Takeaways
Legality and Function of Pre-Employment TestingEmployers often use tests and other selection procedures to screen applicants for hire. Some of these tests are closely focused on job-related skills and abilities, but others collect personal information for various purposes and are somewhat controversial. While legitimate concerns exist, pre-employment tests are legal, provided the company does not use the test results to discriminate on the basis of race, color, sex, national origin, religion, disability, or age (that is, to exclude applicants only because they are 40 years of age or older). Employment tests must be valid and must relate to the job for which you're applying. A major exception is lie detector tests, which are illegal in most circumstances, both before and during employment, thanks to the Employee Polygraph Protection Act (EPPA). The type of testing discussed here is distinct from the testing required to earn professional certifications and licenses. The difference is that certifications and licenses are required by law or by industry standards, and are not part of the hiring process for individual employers. Types of Employment Tests Employment tests may look at who job candidates are, what they can do, or whether they can safely perform the physical tasks of the job. Ideally, these tests
serve as tools for the hiring manager, and a way to avoid bias in hiring. Personality Tests Talent Assessment Tests
Employers use talent assessments to help predict a new hire’s job performance and retainability. The focus is on potential skills and abilities, as distinct from either personality or developed skills revealed by an applicant’s work history. These types of tests help answer questions about whether the applicant will be successful if he or she is hired. Cognitive Tests Cognitive tests
are used to measure a candidate's reasoning, memory, perceptual speed and accuracy, and skills in arithmetic and reading comprehension, as well as knowledge of a particular function or job. Cognitive function is roughly what most people mean by “intelligence." Employers may use your test results to determine how well you'll do at your job. Emotional Intelligence Testing Emotional
intelligence (EI) is an individual’s ability to understand his or her own emotions and the emotions of others. Strong emotional intelligence is important for most jobs and critical for some, since emotionally intelligent people have the ability to work well with colleagues, interact with the public, and handle disappointments and frustrations in a mature and professional way. Pre-Employment Physical ExamsEmployers may require a pre-employment physical examination to determine the suitability of an individual for a physically demanding or potentially dangerous job. Pre-employment physicals are used to determine whether an applicant has the physical ability and stamina required to do the job. Physical Ability TestsPhysical ability tests measure the physical ability of an applicant to perform a particular task or the strength of specific muscle groups, as well as strength and stamina in general. Drug Tests English Proficiency Tests Sample Job Task Tests Tests for Restaurant Jobs Background Checks and Credit ChecksCriminal background checks provide information about any arrests or convictions you have on your record. Credit checks show your prospective employer what your credit profile is like, including any past-due accounts now or in the past, how much your credit and loan balances are, and how many loans and credit cards you have. Frequently Asked Questions (FAQs)What are two commonly used pre-employment tests?Drug tests and personality tests are two commonly used pre-employment tests you may encounter when you're applying for jobs.
What are pre-employmen tests?Pre-employment tests are assessments that employers use to judge whether a candidate will be a good fit for a job opening. Tests types include personality, emotional intelligence, job-related skills, and drug use. What type of test is used to measure the knowledge for a given job?Achievement tests, also known as proficiency tests, are frequently used to measure an individual's current knowledge or skills that are important to a particular job.
Which test measures the applicant's ability to perform the specific tasks that are required for a job?Physical Ability and Agility Tests
They simply measure an applicant's ability to perform a task.
Which test is important for selection of a person in a specific job?Aptitude Tests:
Aptitude tests measure ability and skills of the testee. These tests measure and indicate how well a person would be able to perform after training and not what he/she has done^. Thus, aptitude tests are used to predict the future ability/performance of a person.
What is an aptitude test for a job?An aptitude test is a way for employers to assess a candidate's abilities through a variety of different testing formats. Aptitude tests will test your ability to perform tasks and react to situations at work. This includes problem-solving, prioritisation and numerical skills, amongst other things.
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