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Figure 1 - When it comes down to predicting job performances, aptitude tests are twice so predictive as job interviews.

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While personality tests have become increasingly popular among HR professionals and others, there are still a lot of misconceptions about what these tests are and how to use them.

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Many traits can be measured in personality tests, but the most well-known framework for personality testing uses the "Big Five", or "Five Factor Model." These five dimensions of personality consistently emerge in empirical studies: Agreeableness. Conscientiousness. Extroversion. Openness (to experience). and Stress Tolerance. The concept that personality "traits", as it is commonly known, has replaced the older paradigm of personality type that originated with Carl Jung. This based on a view of personality that divided people into two types (introvert or extrovert or thinker or feeler, Types A or B). The growing evidence that two distinct personality types are not sufficient to describe the individual nuances of human personality is making the traits model more popular in personality research is supporting its acceptance.

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Aptitude tests measure critical thought, problem solving, and the ability of learning, digesting, and applying new information. Cognitive aptitude tests measure an applicant's brainpower and general intelligence. According to one study 70% of employers look for problem-solvers, while 63% seek out candidates with analytical skills. These skills can be difficult to evaluate using only resumes and interviews. This is where aptitude tests come in. Aptitude tests can also be used in any type of occupational setting, but they are most useful for those at mid- to higher-level jobs. Aptitude tests test the skills that are most crucial to job performance in a broad range of fields. Therefore, aptitude is the single best predictor for job performance.

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Personality tests answer the following question: Are they comfortable in this role and what are their strengths? Is the candidate able to demonstrate the behavior traits necessary for success in this position. Personality tests do not have a set of right and wrong answers. This is in contrast to aptitude tests. These tests are used to assess whether people have certain behavioral characteristics that last a lifetime. Employers can use these traits as a way to predict whether candidates are compatible with the culture and position.

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pre employment assessment test questions and answers pdf



Research has shown that cognitive aptitude tests can be far more accurate in predicting job performance, than any other criteria. A aptitude test is twice as predictive and three times as prescriptive as job interviews. It's four times predictive of education level.

pre employment assessment test questions and answers



Many traits can be measured in personality tests, but the most well-known framework for personality tests is the "Big Five", or "Five Factor Model." These five dimensions of personality have been consistently identified in empirical research. The concept that personality "traits", as it is commonly known, is replacing an older paradigm about personality "types" that originated from Carl Jung. This model relied on a view that classified people into one or two types of personality, such as introverts or extraverts, thinkers or feelingers, Type A or B. The traits model is being accepted by personality researchers because there is growing evidence that it does not accurately reflect the individual nuances of human personality.