- Personality tests – allow you to determine personality predispositions, e.g. temperament or the ability to cope with stressful situations.
- Intelligence tests – determine the level of the so-called general intelligence, i.e., m.in. analytical skills, logical thinking, but also understanding of social situations.
- Knowledge tests – they check the candidate’s substantive knowledge related to the scope of duties in a given position, e.g. a person applying for the position of HR and payroll may receive a test on the knowledge of labour law.
- Aptitude tests – check key skills for a given position, e.g. using computer programs.
- Language tests – verify language skills and can be conducted in written and/or oral form at a location indicated by the employer or online.
- Numerical tests – are designed to assess the candidate’s mathematical and analytical skills, especially in positions that require daily work with data.
- Assessment Center (AC) – this is usually the next stage of the recruitment process to which selected candidates are qualified. AC is a time-consuming process that takes a day or two. During this time, candidates solve individual and group tasks. This technique allows for the verification of numerous competencies and behaviors of candidates.
For candidates
When talking is not enough. Check out the recruitment techniques!
Sometimes a simple interview is not enough to verify the competences and skills declared by the candidate or to predict behavior in the work environment. In such situations, recruiters ask you to complete appropriate tests or tasks. Their selection depends, among m.in, on the level of the position, recruitment standards in force in the company, and the time to carry out the recruitment process.
Author of the article
Doświadczony analityk rynku pracy, specjalizuje się w badaniach nad trendami zatrudnienia i zmianami w strukturze zawodowej. Jego artykuły, publikowane w renomowanych czasopismach branżowych, pomagają czytelnikom zrozumieć dynamikę rynku pracy.
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