Recruitment Testing

Recruitment Tests

Understanding Recruitment Test Terminology

There is considerable confusion in terminologies used for testing of a person's suitability for a job or work role, especially taking into account the organisation culture or specific work environment.

Intelligence tests are broken into specific intelligences that can be assessed, such as General Intelligence Quotients, Verbal Reasoning, Numeric Reasoning, Abstract Reasoning, Mechanical Reasoning, Emotional Intelligence etc. It is usually easy to equate what forms of intelligence may be required for a specific job role.

Vocational Guidance tests and Interest Inventories may be used to assess potential career related interests, especially for junior and entry level jobs.

Some organisations and organisation psychologists have developed specialised tests such as Job Knowledge tests, and Situational Judgement tests and In-tray tests. Aptitude tests are related to competencies and are frequently expressed in behavioural terms. Most aptitude tests try to assess skills and psychological attributes.

There are many tests that endeavour to assess a person's soft-skills related to their psychological makeup, such as leadership, motivations, attitudes and interests. It is very difficult to evaluate soft skills by interview alone, and these tests are widely used to provide insight into a candidate's suitability for a job role, especially if the job role has been properly profiled in advance so that a person's psychology can be related to the role requirements. The following test descriptions are frequently used inter-changeably, although they are differentiated: Psychometric tests, Aptitude tests, Employment tests, Recruitment tests, Psych. Tests, Psychological tests, Psychology tests, Personality tests.

As a help in understanding and choosing exactly which sort of report you need we offer the following clarification. Some references and extracts have been sourced from Wikipedia.

Recruitment Tests

This is the generic name given to any test that can be used as part of the recruitment process. The proper start to a recruitment activity is to perform a Job Analysis to document the actual or intended requirement of the job to be performed. This information is recorded in a job description and provides the selection criteria that the applicants ideally should possess.

Ideally any test used should be aligned with a job analysis so that the recruiter can match the applicant to the specific job requirements.

The Apollo Profile Recruitment Test

The Apollo Profile is a professionally designed and validated psychometric test and a factor-based personality test. It reports on 34 aspects for job suitability and career success. The Apollo Profile Recruitment Test is a purpose built report designed for helping recruiters match applicants to jobs. Through using a proprietary algorithm the Apollo Recruitment Test can numerically compare candidates to other appropriate norm groups to provide a numerical likelihood for overall job suitability and for specific role requirements. A narrative description of the meaning of all scores is provided. Apollo offers other purpose designed reports for Staff Development and Career Development.

Apollo also offer a Job Analysis and Candidate Evaluation tool called Apollo Select which enables a recruiter to analyse the job/role, and list any skills, knowledge, attitudes and qualifications sought, and is integrated with the Apollo Profile test to provide a total summary of all applicants suitability on the one form. See www.apolloselect.com.au