What You Should Know About Job Assessment Test

If you are an applicant finding a job, you have probably heard of the pre-employment assessment test or have experienced taking the test as part of a job application. Employers do not only rely on screening resumes and interview results because candidates can include misleading and inaccurate information to impress the employers. Commonly, candidates will do their best to make a powerful first impression to get the job that they want. There will be some candidates who exaggerate or enhance their credentials for the job. According to a survey, 78% of candidates admitted that they misrepresent themselves on their application. This is why employers use assessment tests for candidates.

What is an assessment test?

A job assessment test is part of the pre-employment process that helps evaluate and measure the candidate’s critical thinking skills, cognitive ability, personality, preferences, and motivation, etc. Its objective is to match the hiring criteria and predict the performance and company fit of the candidate.

The assessment test consists of well-designed and scientifically validated tests. It is important that companies perform assessment tests in a standard and consistent manner to generate reliable data results.


What are the most common types of assessment tests?

There are different types of assessment tests. Here are seven of the most common pre-employment assessment tests you can prepare for.

1. Job knowledge tests

A job knowledge test is an assessment test used to evaluate a candidate’s knowledge about the different aspects of the job. It also assesses the current knowledge of the candidates about the job role and if the provided information in their resumes is factual. The assessment test result can be used to provide information to employers on what an applicant currently knows and what tasks can be relied on.

2. Integrity tests

Integrity tests measure the candidate’s reliability, honesty, strength and stamina, and rule adherence. Employers perform integrity tests to identify candidates who are less likely to engage in theft, tardiness, absenteeism, fraud, and other counterproductive work behaviors.

3. Personality tests

Personality tests are the most commonly used types of assessment tests. This is specifically designed to measure the candidate’s job performance based on certain personality traits that will help lead to the company’s success. The results will allow the employer to determine the candidate’s engagement level in certain conduct and interest for a long-term career in the company. 

There are no right or wrong answers on personality tests. This is because the test only seeks the permanent behavioral traits that are relevant to the job performance.

The “Big Five” or “Five Factor Model” is the most prominent personality test framework. These are extraversion (also often spelled extroversion), agreeableness, openness, conscientiousness, and neuroticism.


Extraversion (or extroversion) is characterized by being assertive and actively engaging with others as they gain energy in social situations.


People who are high in agreeableness have more empathy and put other’s concerns first before theirs. They tend to be more cooperative, kind, and affectionate, which helps improve mutual understanding and trust with another person.


This trait describes a person having a tendency to think abstractly. People who are high in this trait are open to experience and new ideas. They tend to have a broad range of interests and are curious about the world.


People who are high in this trait are highly organized, mindful of details, and have good impulse control. They plan ahead of time and have a high level of goal orientation and persistence.


This type of trait describes how a person responds to negative emotions and stressors. They tend to experience moodiness, sadness, irritability, anxiety, and emotional instability. 


4. Cognitive aptitude tests

This type of test measures the candidate’s ability to learn, digest, and apply new information. It also measures critical thinking, problem-solving, reasoning, memory, speed and accuracy, skills, and knowledge of a particular function or job.

5. Emotional Intelligence tests

Having high emotional intelligence is essential for most jobs and critical for some. Emotional intelligence (EI), also known as emotional quotient (EQ), helps you manage your stress and emotions so that you can overcome challenges. This is a skill because you have the ability to recognize your emotions or feelings and respond to them effectively. It is an important tool that you can use in facing day-to-day adversities and stress.

Emotional intelligence tests in the pre-employment process are used for roles that require a great deal of interpersonal interaction. These roles are usually associated with sales, customer service, management, and leadership.

6. Skills assessment tests

Skills assessment tests measure job-related competencies, either soft skills or hard skills. Employers give this pre-employment assessment test to evaluate the candidate’s proficiency with the acquired skills picked up through their education and career histories. This is to know if they possess the skills and experience needed for the job position and to advance in the hiring process.

7. Physical ability tests

This is the pre-employment physical examination to measure the candidate’s strength and stamina. There are certain professions that require candidates to be physically fit, like firefighting. 

How do assessment tests work?

Candidates can take the pre-employment assessment test online. The employer usually gives the instructions on how to access the test and directs the candidate to answer this on their company website or third-party website.  

There are different ways an employer can measure a candidate’s skills and abilities in performing a job for a specific role. In some roles, employers can also use job simulation for the assessment test where the candidates are asked to perform tasks associated with the job. For example, the employer may ask the candidate for a police officer position to role-play scenarios. This is to assess their ability to think on the spot and deal with “real-life” situations. 

Why are assessment tests important in companies?

Using the objective data from the pre-employment assessment provides companies insights on identifying the right candidates. Hiring the right candidate improves the overall productivity and effectiveness of the company’s employees. Employees who are the right fit for the position and company will perform better, be better engaged, and more likely stay in the company.

With pre-employment assessment tests, companies can gather as much information from their candidates. This can dramatically reduce the time spent reviewing the resumes and conducting interviews. The reliable, objective data predict the job performance of candidates—reducing bad hires and turnovers.

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