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Skills tests assess job-related competencies. They include broad skills such as communication skills and math skills. These skills are what candidates have learned from their education and work history.

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A multi-test approach is one way to improve the effectiveness of preemployment screening. One example is to assess aptitude and personality. Another is to assess skills and personality. Employers can use multiple tests to assess a candidate's aptitude and personality, giving them more objective and reliable data to streamline the hiring process.

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Integrity tests, which are used to assess applicants for potential risk-taking behaviors, can be used in all cases. Background checks are often used to mitigate risk by employers during hiring. However, background checks can prove costly and only target individuals with a criminal history. Integrity tests, however, will reduce the risk of unproductive behaviours that, while not necessarily as serious, are generally less undesirable. Employers can save both time and money while minimizing risk by using integrity screenings early in the process of hiring.

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A safety assessment is another form of risk assessment. Safety assessments determine a candidate’s attitudes to safety and likelihood of them engaging in risk-taking behavior. These assessments can help organizations reduce incidents of unsafe behavior and the associated costs. Safety assessments help promote a strong safety culture where everyone contributes positively to a safe working environment.

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Criteria recommends that emotional intelligence tests be administered to those who need to interact with others. Some examples include leadership and management positions, sales or customer support, and other roles.

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Organizations can use risk tests to help reduce their risk. Risk can be in many forms. Different assessments assess different types of risk. The primary benefit of a Risk Assessment is that it assists organizations in reducing the risk that employees may engage or be influenced by unsafe or counterproductive work behaviours.

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A Integrity or Honesty assessment is a popular type of risk assessment. Employers can use these assessments as a way to reduce risk. Most integrity tests evaluate an applicant's rule-following attitude and tendencies. These tests can be used as a predictor of behavior in regards to a wide range of counterproductive behaviors (CWBs), that employers are looking to avoid. This includes tardiness or absenteism. Integrity tests are the most popular and most useful for entry-level roles, which require a high level of reliability and adherence to rules. They are most often used: