In today’s modern world the use of various pre-employment assessment and screening tests have increased to a great extent. These tests generally take place during the interviewing process after the initial telephonic rounds and before the face to face personal interview rounds. The norm is that these tests are used only when the number of candidates has narrowed down to only a few candidates.
Various experts in the field of recruitment suggest that these managerial assessment tools enable a manager to avoid being influenced by the charisma or persuasion of the potential employee.
These assessment tests might consider some of the specific traits of a human being such as behavior, attitude, skill and motivation or may be generic covering the entire spectrum of all the competencies. Amongst the number of assessment tests and tools used by managers, some of the most popular ones are -
Test 1- Myers Briggs is one of the main tool to perform behavioral assessments which measure all the different behavioral tendencies one might exhibit. These tendencies which one might exhibit are later tallied with all the various general traits which are required to be successful at any task.
Test 2 — There are a group of tests which measure the emotions and behaviors which might be exhibited during the performance of a job like stress levels, energy, change facilitator, assertiveness, leadership, reliability and dependence among many others. These are known as the Simmons Personal Assessment test.
Test 3 — A type of behavioral assessment to measure the personality of an applicant so that the employer can predict the potential for any person to achieve success while performing any kind of job function is the Predictive Index test.
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Reference taken from here.
