Office Resources: Job Aptitude Tests and Assessments
Article brought to you by: Phillip Donaldson
Career tests have long been used by employment agencies, schools and colleges to help people develop a better understanding of the types of jobs they are best suited for. Career tests help to assess a person’s aptitude, intrinsic interest, talent, and core values. It also ascertains the most ideal working style and management style that the person identifies with. By gathering all of this information, career assessment tests can aid in narrowing down a list of fields or types of jobs that the candidate has the highest affinity for.
Career tests use a high level of algorithms that are cross-referenced through databases in order to give results that are as precise as possible. The key is to provide the user with career suggestions that would be rewarding and in keeping with their personal values and needs. There are many different types of job assessment tests that focus on different areas. The main categories that they fall into are tests that emphasize the user’s interests, skills and job aptitude, and personality aspects as relating to a job. Multiple choice and quizzes are usually the most common forms of testing, but tests can also be done by verbal question assessments or problem-solving questionnaires. It is important to answer career test questions as honestly as possible to get the most accurate results. Remember that they are very helpful tools that can inspire new career possibilities, but always choose what you feel is best. The next three sections take a detailed look at interest tests, aptitude and skill tests and personality tests respectively. Each section contains a variety of different versions of each category of career test. By trying out a few of each, it can help to paint an overall picture of the most compatible career choices or fields.
The focus of interest tests is to determine the types of things a person enjoys and then matches those interests with jobs or career fields. There is no wrong way to answer such a test because it is purely based on personal interests. An advantage of using this type of test method is that it aims to introduce the test taker to jobs that they would be genuinely interested in. However, one of the downfalls is that it does not account for relevant skills needed for the job and therefore the person may be at a disadvantage if they do not possess the knowledge or practical experience to thrive in the suggested jobs.
Unlike interest tests, career aptitude tests focus primarily on a person’s skills. By measuring areas which the person excels in and other areas that they may be weaker in, the aptitude test can then suggest the most suitable list of jobs for that particular level of skill sets. Aptitude tests mathematical skills, verbal logic, language fluency, technical and computer knowledge as well as any other types of expertise. The outcome of these types of tests is that they can match candidates to jobs where the person will be highly capable but they may not necessarily enjoy their work.
Personality tests are not stand-alone tests; rather, they are administered in addition to an interest or skill test. As the name suggests, personality tests measure a person’s personality traits against traits required in a job setting. For example, a person who does not work very well under high levels of stress would not be suitable for an air traffic controller position. Personality tests work by assigning a certain code to candidates based on their results and displays job suggestions with correlating codes. By completing a personality test along with one of the previous two mentioned, candidates have a higher chance of finding a job that matches their capabilities as well as their individual characteristics.