Job aptitude tests go further than the interview and can take some of the guesswork out of the equation when it comes to recruiting new workers, hiring those workers and retaining them, too. Testing can also provide insight into talent and abilities and open up your eyes to potential management material.

Monitoring results from a general job aptitude test can also point to inconsistencies in training. Tests allow you to rate customer service skills and sales abilities. You can also evaluate an employee after a certain probationary period and compare their performance with results from pre-employment testing.

When making the most of a job aptitude test, consider the following:

1. An online job aptitude test and other testing methods can help reduce turnover rates as you hire the person with the best personality, abilities and behavior to fit the position.

2. An accredited career aptitude test can provide human resource professionals objectivity when it comes to the hiring process.

3. Some employers prefer to test employees first with a business aptitude test before an interview so that they have concrete information about the candidate beforehand.

Action Steps
The best contacts and resources to help you get it done

Use a career aptitude test to match a personality with a job opening

When making a decision on a new hire, one of the things that can get overlooked is the applicant's personality. Inter-office harmony depends on hiring someone whose personality meshes well with other co-workers. Although you may not get a complete picture of how the dynamics will play out, a personality test can help provide more information in that area.

I recommend: American DataBank provides many different personality tests, including the areas of antagonistic behavior and work ethic and integrity, among others. Read more about the importance and applications of a personality test from Hire Success.

Identify training gaps with an employment aptitude test

The only way to really evaluate what kind of training your employees need is to find out what they already know through testing. This can save you a lot of time and money as you won't have to give training to those individuals who are already competent in a certain area.

I recommend: Under its talent management category, CMyPeople can help you identify and analyze training needs and employee development. Creative Organizational Design identifies training needs in a 75-question test in 15 skill areas including motivation, decision making, communication, planning and organizing, discipline and control, just to name a few.

Develop leaders in your business by evaluating job aptitude test results

Behind every good business stands a good leader. Whether you're looking to fill spots on the management team or want to find a successor for when you retire, aptitude tests specifically designed for testing leadership can be of help when evaluating potential employees.

I recommend: From hiring an effective manager to developing one, consider testing through Employee Selection and Development. Assessing an employee's knowledge of leadership skills is the focus of a program through Saterfiel & Associates. After the test, the company gives suggestions on how to develop those employees based on the results.

Tips & Tactics

Helpful advice for making the most of this Guide

• •  As job position and legal requirements change, be willing to update and modify job skills aptitude tests to keep them relevant in your workplace.

Finding the right employees for you business can be tough. Resumes can be embellished, job seekers can flat-out lie and a charming personality can distract you from the candidate's competence. Using aptitude tests for job interviews can help you weed out the bad apples and find the right candidate for the job.

Using an aptitude job placement test is becoming standard practice for many employers, and for good reason. They can help you figure out if your candidate is the right person for the job or if you need to ask more questions. You can use a general job aptitude test to:

1. Reduce high turnover rates by helping to pinpoint the candidate with the best potential for the job.

2. Determine how truthful a candidate is about their skills by giving job skills aptitude tests.

3. Measure a job-seeker's experience in a specific field with a business aptitude test.

Action Steps
The best contacts and resources to help you get it done

Use career aptitude tests to discover an employee's potential

What you find on a resume is not all that you want to know about a future employee. A pre-employment aptitude test can help determine an employee's ability to learn and apply information, think on their feet and solve problems.

I recommend: There are several options for an online career aptitude test available through Criteria Corp. and Saterfiel & Associates.

Use job aptitude tests to find out about an employee's personality

In many jobs, an employee's personality is key to his or her success. However, determining personality traits during a stressful interview can be tough. Career aptitude tests that focus on personality characteristics will help you figure out if the candidate is a right fit for the job.

I recommend: Job personality tests are available through Resource Associates and Hire Success.

Use an online job aptitude test to determine a candidate's skill level

It isn't enough these days to have candidates say that they are proficient at certain skills. There are several options for employers to test the candidates for an accurate measurement.

I recommend: Prevaluate has skills tests for several types of software applications. Eskill can customize tests to evaluate the skill sets you require for a particular position.

Tips & Tactics

Helpful advice for making the most of this Guide

• •  Look for companies that will let you test as many candidates as you like. Some companies charge to develop an aptitude test for jobs, which can be pricey if you are conducting a large search.
• •  Don't rely solely on the job interview aptitude test. While some candidates may score high, there may be other factors that negatively impact their ability to score well. These tests work best if they are just part of the overall hiring strategy.

A pre-screening career aptitude test can save a business time and money by screening out prospective hires who don't have the skills needed for the job. That's why prospective employees required to take a career aptitude test should take advantage of sample tests and other available training. Just like a school exam, aptitude tests for job interviews and promotions seem less tedious if you study and practice beforehand.

There are plenty of free resources available that help prepare you for an employment aptitude test. Some resources include general aptitude tests, while others will be job specific. It's important to remember that not all aptitude tests will involve pencil and paper and a long list of questions. Some tests may be done online or be handled more like an interview. When studying for an aptitude test remember the following:

1. You can never be fully prepared for a job aptitude test, so study all aspects of these tests.

2. Some employers use job skills aptitude tests for job promotions, so remember where the best resources are when applying for a promotion.

3. An aptitude test can take place at any time during the hiring process, so be prepared.

Action Steps
The best contacts and resources to help you get it done

Learn about the type of job aptitude tests employers use

An aptitude test for jobs may not require you to answer math questions and compare apples to oranges. Some tests will be verbal while others will focus more on mechanical abilities, clerical skills or ask job-related questions. Knowing the sorts of tests used by employers can prepare you for a variety of tests.

I recommend: Cvtips.com offers a simple list of tests that employers use, including information about what the tests entail. Psychometric Success has a more detailed listing of the types of aptitude tests, with a focus on psychological and reasoning tests used by many employers.

Understand the law governing a pre-employment aptitude test

There are laws that govern the practice of job aptitude tests. Educating yourself on federal law helps ensure that the general job aptitude test you take follows legal guidelines. This is especially important if you suffer from a disability, since employers are required to avoid administering tests that discriminate against people with disabilities.

I recommend: FindLaw has a resource for employers that covers most major points of testing law. Hire Success discusses the legalities of aptitude tests on their site.

Take a sample online job aptitude test

Sample aptitude tests for jobs is one of the best ways to study and practice. Certain career sites offer general aptitude tests, while other sites offer job-specific sample tests.

I recommend: Employment360.com offers a slew of practice tests for job aptitude areas. Zamtek Solutions offers a variety of practice tests that cover different aptitudes.

Tips & Tactics

Helpful advice for making the most of this Guide

• •  Remember that a company can create a custom business aptitude test. This means that no matter how much you study, the test may have some questions you haven't seen while practicing. Learning all you can about a particular business field or company can prepare you for custom tests.

Job aptitude tests are used by employers to screen potential applicants and to determine if an applicant's level of skill or knowledge might be a good fit for the job and company. Some employers might use job aptitude tests as an initial screen before an interview is offered, while others might use the aptitude tests as a supplement to the interview process. Areas that can be tested are: verbal ability, math skills, abstract reasoning or even spatial ability. Areas tested are dependent on the skills and knowledge required for the job. The following are some terms related to job aptitude tests to help you understand these important assessments for your career.

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Psychometric tests, aptitude tests

Psychometric tests are those that measure cognitive ability, such as numerical or verbal reasoning.

I recommend: Central Test discusses psychometric tests as well as some types of psychometric tests employers can use.

Career assessment tests

Career assessment tests are related to job aptitude tests, but include a person's interests and attitudes related to the job search. Career assessment tests can include aptitude tests, interest inventories and personality tests, with the goal of helping a job seeker find the best fit.

I recommend: Quintessential Careers discusses career assessment tools as well as provides lists of assessments and aptitude tests available

Cut-off score

A cut-off score refers to the lowest score that an employer will consider for employment. This score is generally decided upon by the employer and it is the score at which job applicants are either dismissed (below the cut-off) or are considered (above the cut-off).

I recommend: The Public Service Commission of Canada has an excellent article about setting cut-off scores for aptitude tests.

In tray, inbox assessment

A variation of a job aptitude test, an in-tray assessment is a simulation of a job in which an applicant is to sort and work through an inbox or in tray. It allows employers to see how an applicant prioritizes and manages different aspects of the job.

I recommend: Mindtools discusses inbox/in tray assessments in more detail.

Test validity

A test is considered valid if it actually measures what it is supposed to measure. This means that the test has been validated against standards or set criteria. A valid pre-employment aptitude test should measure skills and behaviors that are representative of the actual work.

I recommend: Saterfiel and Associates discuss test validity in relation to pre-employment testing.

Rank ordering

Rank ordering refers to how job aptitude tests are ordered for the selection process of new employees. Applicants who rank in the top of scorers are selected for either an interview or for hire.

I recommend: Psychometric Success discusses rank ordering and its pros and cons.