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Criteria recommends using an emotional intelligence test to determine when it is appropriate to use it in the hiring process for positions that require significant interpersonal interaction. This includes sales or customer service roles, management and leadership roles, and many other positions.

Skills tests are used to measure job-related competences. Broad skills like math, communication and verbal abilities, as well as narrow skills like typing and computer skills. These skills are those candidates have acquired through their educations and career history. However, they do not necessarily reflect basic ability. Instead, these skills reflect acquired knowledge. This is what the applicant knows based on past experience.

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Integrity tests can be used as a risk management tool in these cases. They are used to determine which applicants have a higher likelihood of engaging these behaviors based upon their personality profiles and responses. Background checks are used by employers in order to minimize risk. However background checks can be costly and may only be performed on people with a history of criminal activity. Integrity tests will, however, help reduce risk in relation to unproductive behavior that are not as serious or as serious as felonies. Employers can save time and money by using integrity testing early in the hiring process. They can also screen out candidates who might be a threat to their organization.

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Organizations can use risk testing to reduce their risk. Risk can come from many different sources, so different assessments may measure different types. Organizations can reduce the risk of employees engaging in dangerous or unproductive work habits by using a risk assessment.

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When compared to cognitive ability or personality, emotional intelligence is less well-established as a construct. Research has shown that emotional intelligence is a skill similar to cognitive ability. EI can be assessed using an ability-based assessment. Emotify is an ability-based assessment for emotional intelligence. This measures a person’s ability to accurately understand and perceive emotions.

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An Integrity/Honesty test is a common type risk assessment. Employers use these assessments to assess whether a candidate is reliable and will adhere to the rules. Most integrity tests assess the applicant's attitude and tendencies regarding rule adherence. These tests can help employers predict the behavior of applicants in relation to a variety of contraproductive work behaviors (CWBs). This includes tardiness and absenteism, theft, fraud and drug use. Most commonly used, integrity tests are best suited for entry-level jobs that require high levels of reliability and rule-following. These integrity tests are the most common:

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Safety assessments are another type of risk assessment. Safety assessments are used to assess candidates' attitudes toward safety and risk-taking behaviors. These types of assessments can be used to help companies reduce accidents and high costs. Safety assessments are also a way to encourage a "safety culture", where people contribute to a safe environment.