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Types of Employee Testing

Employee testing is a technique used by almost every company in an attempt to ensure
that they only employ workers that are competent enough. It can be done either at the initial
stages of the employees’ job application or during the latter interview stage. There are several
tests applied, either one at a time concurrently. The most common is the aptitude test, commonly
referred to as the job knowledge test (Adler, Boyce & Caputo, 2018). It focuses on the skills of
the employees in a specific field of work. It is more efficient than interviews because it involves
showing off one’s technical skills. However, it does not take growth and learning into
consideration.
Tests of intelligence may also be carried out. They determine one’s learning capabilities,
mental capacity, and judgment skills. Integrity and honesty tests are also preferred by some
firms. Ethical questions could be asked. It is efficient in ensuring that no unruly, unreliable, and
insincere people are employed (Adler et al., 2018). However, some people could be cunning
enough to fake answers. Companies also use personality tests. One’s personality could translate
into job performance and success. The most efficient employee test methods are aptitude tests
and personality tests.
Jung Typology Test is one of the best. It has self-assessment questions that help
determine a person’s character. It aids in identifying the strengths and weaknesses of a
prospective employee. It has been established that some personality traits relate to a worker’s
performance. Emotional stability and diligence could be used to predict work performance
(Barrick, Mount & Judge, 2001). When the questions are truthfully answered, the personality test
could be very effective. Overall, employee testing by either carrying out a personality test or a

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skills test or both could be efficient. It ensures that competent, consistent, and morally upright
are employed.

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References

Adler, S., Boyce, A. S., & Caputo, P. M. (2018). Employment testing.
Barrick, M. R., Mount, M. K., & Judge, T. A. (2001). Personality and performance at the
beginning of the new millennium: What do we know and where do we go next?
International Journal of Selection and assessment, 9(1‐2), 9-30.