Ability tests: Advice for Test Users
Do you currently use ability tests? Are you thinking of introducing psychometric tests into your recruitment process? Which aptitude tests should you use - verbal or numerical? Online tests or paper and pencil? These are just some of the questions not answered explicitly below. Instead we cover these questions and more within the 7 critical success factors for testing. We have found these 7 make a real difference to the success of using tests.
- Measuring mental fire-power. You should use tests when it is important to understand whether or not your candidates have the ability to meet the thinking demands of the job. Including verbal and numerical reasoning tests in your selection process will enable you to determine whether candidates will deal effectively with the problem-solving, decision-making and learning demands of the role. High aptitude test scores are linked to qualities that managers value - ability to learn, to think on your feet and to apply common sense.
- Ability tests and performance and retention. An ability test must be pitched at the correct level to reflect the thinking and task demands of the day-to-day job. This means candidates may self-select out of the recruitment process if these demands seem too high. It means successful candidates will be well placed to meet the demands of the role. Both are factors in increasing performance and retention.
- Combine tests with other assessments. Ability test results make the most sense when put into the broader context of the individual''s personality and values. Using tests alongside personality tests and assessment centre exercises helps you make a more accurate hiring decision.
- Move assessment online and upfront. Online ability tests enable you to move assessment to an early point in the selection process. Online tests provide an indication of the candidate''s broad suitability for the role and, when used as part of the sifting decision, will raise the calibre of candidates at the second round. Online ability tests also save the time and costs associated with widespread testing at second round.
- Use paper and pencil for precise measurements. Paper and pencil test ability tests add value when you need very precise measurements of the abilities of candidates. Because traditional paper & pencil tests are generally longer and are completed under very standardised conditions they give very precise information about each candidate''s abilities, enabling you to make better distinctions between candidates.
- Avoid widely used tests. When candidates complete the same test repeatedly in different recruitment processes they are affected by practice effects. This pushes some candidate scores up but pushes some downwards depending on whether they are motivated or bored/complacent by doing the same test. Practice effects mask the real ability of the candidate. Avoid using the same test as your competitors in the employment market.
- Bespoke tests. If your candidate volumes allow we encourage you to explore the opportunities offered by having a bespoke test developed. Bespoke tests are specific to your needs, communicate the right messages to candidates about your values and job demands and avoid the practice effect.
More information on verbal reasoning tests
More information on numerical reasoning tests
If you are interested in using ability tests as part of your recruitment or development process you can find further information on our ability tests page. Or call us on 01273 734000.
