Should the use of ability tests be allowed during the Recruitment and Screening Process?

During the past decade, employment offices, businesses and multinationals have started to depend mainly on the various ability tests to assess and select the most appropriate candidates for the job.

Applicants with a high IQ level are often rejected based on the results gained from the various skill tests, and it is most likely for the person to feel offended or even wronged. At such a moment it is normal for them to blame this method of testing which holds them incompetent for the job even though their academic performance has led them to think otherwise. So, is the ability test a sound way of judging candidates with different IQ levels?

Applicants and fresh graduates should accept this method of testing as a valid screening process as psychological experts have designed it over time. Familiarizing with the concept and preparing for the tests through various online resources is the best way of dealing with this situation.

Here are More Reasons to Convince You Why Ability Tests are a Valid Method

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  • The most widely recognized positive outcome of these tests is the belief that they offer a standardized and unbiased candidate selection process. Candidates are asked similar questions and are scored in the same manner.
  • These tests leave no room for false résumés and give an equal chance to all applicants to apply for the job. The individual is selected for his current skills, ability, and suitability and not on what he did in the past.
  • They have been proven to be an accurate predictor of future employee success, and internally provide strong indicators about suitability for promotions.
  • This testing makes an excellent companion to interviews and provides added insight into your strengths and weaknesses, as well as your potential.

Positive Outlook on this Testing

Consider ability testing as a way to showcase your abilities besides your knowledge. Here are a few things that you have to be careful about.

  • Often these tests are conducted during an ongoing interview; the candidate has to be sharp about maintaining focus instead of getting distracted by nervousness and stress.
  • The candidate should ensure to highlight valuable personal features in the interview which are not covered in the ability tests; for example, the ability to socialize, etc.
  • These tests are usually specific to the job that is being applied for, so it is possible for the ambitious candidate to be ready for that particular skill set examination.
  • Various online sources can help the applicant prepare aptly for the ability tests that might be conducted during the recruitment process. This gives a chance to the candidate to be well prepared and expects high results at the tests.

Be Careful About the Following Things

ability tests
  • Make sure that test you are required to take is an accredited one so that proper testing and judging method is applied to yield unbiased and accurate results.
  • If applying in the United States, make sure that the test meets Equal Employment Opportunity (EEO) laws, which safeguard against employment discrimination by race, gender, sexuality, and disability.
  • It is not necessary for you to answer questions which you find to be personally offensive.
  • It is the responsibility of the employers and the management of the company to ensure that the ability tests are relative to the job that the candidates are applying for and that they are being conducted in the prescribed manner following the laws of the state regarding them.

What are the Alternatives to Ability Testing?

There are other viable forms of pre-employment assessments that you could be asked to take.

Performance Assessment Tests

These peer-to-peer tests require you to give open-ended responses about real tasks that you would have to complete if you were hired. They can be finished online, which means that you can take them in an environment that makes you comfortable.

Personality Tests

These may be the most well-rounded of all pre-employment testing options. Examples like the DiSC test and the Meyers-Briggs Type Indicator, give a future employer insight into your core personality traits and help them to assess how well you will work with current employees and fit the company ethos. They can create personality profiles for the job, and see whether your personality type matches that pattern.

Job-knowledge Tests

These tests are mostly conducted where technical fields are involved. They help in demonstrating the candidates’ experience and competency level in their specified area.

Practice with Free Aptitude Tests

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