Recruitment is a complex process, and a good hiring manager knows they can’t take shortcuts. Yet, some tasks seem simple but require attention to detail. Candidate testing is one of those things that people think about far too little and can waste both time and money if not adequately considered ahead of time.

In this article, we’ll discuss how to use candidate testing and what you should look for in your candidates’ answers.

The List of Candidate Tests That You Can Take

You may be familiar with candidate testing but may not know how to conduct one or which questions to ask in an interview. Well, if you are an employer or recruiter looking for a new employee, this guide will help you become an expert at conducting successful candidate testing.

Candidate testing is a necessary process that enables employers and recruiters to determine whether a specific individual has what it takes to perform well within their company or organization. You must do this correctly because if your process isn’t practical, it could result in wasted time and resources on both ends. So, below mentioned are the candidate tests that you can conduct:

1. Communication Skills

Communication skills are essential in the workplace. You must convey information clearly and concisely; otherwise, you may end up making mistakes or causing confusion among your coworkers.

Here are some examples of communication skills that can help you in the workplace:

Communication with team members: Your ability to communicate effectively with your coworkers will determine how well everyone works together. In many cases, this involves being able to express yourself clearly and diplomatically (without being too aggressive). If someone doesn’t understand what you’re saying or takes offence at something, it could lead to conflict among the team.
Communication with bosses/other leaders: The same basic rules apply when speaking with superiors within an organization as when interacting with peers—you need effective communication skills so that all parties understand each other, regardless of their position within the hierarchy!

2. Personality Tests

Personality tests determine a candidate’s suitability for a job. They can help you identify candidates with the right skills and experience who fit into your organization. Many personality tests are available, so you must choose one suitable to your requirements.

3. Time Management

Time management is the key to success in any job. Candidates who can manage their time well will be able to accomplish more in less time, making them valuable assets to any company. This skill is vital if you’re applying for a position where work must be completed on the deadline or on the go (e.g., sales).

To demonstrate your time management skills, we recommend using this checklist:

Do you have an organized calendar?
Can you prioritize tasks?
Are you good at multitasking?

4. Integrity Tests

If you’re looking to hire someone who can be trusted, integrity tests are an excellent way to determine if they fit the bill. They help determine whether a candidate is honest and trustworthy by putting them in various situations where they must decide between right and wrong.

Integrity tests can be done in person or online—and just about any interview can count as one! The most common types of integrity tests include:

Written examination: A simple questionnaire about honesty or morality. You may choose questions from existing materials or write your own based on your needs. This option is usually best for large companies since it can take time for each applicant to complete their answers before moving on to the next stage of the hiring process.
In-person interview: This type of interview involves asking applicants about specific topics related to honesty and moral values. So that you can get real-time feedback on how truthful they seem during this portion of their candidacy process.

5. Technical Knowledge

Technical knowledge is the foundation of any job. Without a basic understanding of the tools and systems used in your industry, you will be unable to contribute to the company or perform your job functions.

An excellent technical knowledge test should reflect this fact by testing for general technical understanding and specific problem-solving abilities. Questions should vary in difficulty and complexity so candidates with different experience levels can succeed.

Technical questions are usually best answered with written answers, so candidates don’t need outside resources to find answers (like Google). You also want them to take some time thinking about their response because anyone can look up an answer they don’t know offhand quickly enough.

6. Skills Assessment

Skills assessment evaluates an individual’s skills and determines if they have the required skills to perform a job. Skills assessments are used to determine if a person has the skills needed to complete a job or not. Skills assessments can be done through interviews, tests, and observation.

7. Aptitude Tests

Aptitude tests are assessments that measure your ability to learn and process information. They’re often used in hiring but can also help determine the best course of action for an employee or student who may need additional training or resources.

Aptitude tests are often used when there’s a high level of competition for specific jobs, in which case they’re given as part of a series of interviews or tests. For example, if you’re trying out for a position at Amazon and have to take an aptitude test before being considered further—that’s what it is!

The most common type of aptitude test is one where you have to identify patterns within a set of images or words that get progressively harder with each new question. You might encounter other types of these quizzes, like logic puzzles, math problems, and pattern completion exercises.

8. Cognitive Tests

Cognitive tests measure a person’s mental abilities. They can assess various skills, including intelligence and problem-solving skills. Cognitive tests can also be used for multiple jobs and positions, making them an excellent way to identify the best candidates for specific jobs or roles.

9. Sample Job Task Tests

Job task tests assess whether a job candidate has the necessary qualifications. They typically include questions that ask the candidate to demonstrate their competency in completing tasks specific to their position.

These tests are helpful because they give hiring managers an idea of what candidates know rather than relying on resumes and interviews. This helps avoid hiring people with a bad experience with a given task before they start working at your company.

10. Tests Through Nine Box Talent Grid Tool

The 9 box talent grid is a great tool to test candidates. It can be used with other tools, such as the personality test, or on its own. The benefits of using this tool are that it can help you identify people who will best fit your company culture and strategy. It also lets you know what type of personality traits may be helpful in your business environment.

Final Thoughts

Candidate testing is vital for recruiters and hiring managers as it determines the company’s future. Asking the wrong questions or making uninformed decisions about who to hire can have disastrous consequences for your organization.

This guide will help you navigate the world of candidate testing by providing all the information you need about this vital part of hiring. From what types of tests are available and how they should be used to tips on conducting interviews and handling candidates’ responses.

Hence, it would be best to go through this guide to figure out the most common types of tests you may want to use for your candidates. It is an assurance that the lists we mentioned will benefit you. You can use practical tools like nine-box grades to conduct a better and more effective candidate hiring process.