Performance Assessment tests

Performance-based assessment testing is a process to find out if applicants can do the job for
which they are applying. It is done through tests, which are directly administered and judged by
Hiring Managers who will be supervising the potential hire. Performance assessments can be
used as a pre-screening tool to test applied knowledge, skills-job match and commitment of the
applicant towards the job position.
The tests are peer-to-peer and reflect real business tasks that candidates have to perform, should
they be selected for the role. The tests are open ended, time bound, business related questions
which applicants need to submit their responses for in order to prove their abilities.
The most important question that performance testing, seeks to answer is: How would you solve
this problem? Web tools like, HireVue, GapJumpers and CodeEval allow candidate responses to
be judged directly by Hiring Managers of the respective departments to select the ones most
suited for the role, thus making the process efficient for the company.
Personality tests
Personality tests may potentially be useful in personnel selection. Of the well-known Big Five
personality traits, only conscientiousness correlates substantially with traditional measures of job
performance, and that correlation is strong enough to be predictive. However, other factors of
personality can correlate substantially with non-traditional aspects of job performance, such as
leadership and effectiveness in a team environment. The Myers-Briggs Type Indicator (MBTI) is
also used.
The Minnesota Multiphasic Personality Inventory (MMPI) is a highly validated psychopathology
test that is generally used in a clinical psychology setting and may reveal potential mental health
disorders. However, this can be considered by the Equal Employment Opportunity
Commission as the employer having knowledge of a medical condition prior to an offer of
employment. This is an illegal basis for a hiring decision in the United States. Employers
considering personality tests should focus on tests designed for job purposes and do not provide
any information regarding an applicant's mental health or stability.
Notable situations in which the MMPI may be used are in final selection for police officers, fire
fighters, and other security and emergency personnel, especially when the employees are
required to carry weapons. An assessment of mental stability and fitness can be reasonably
related and necessary in the performance of the job.
Employment integrity testing is used to determine an applicant's honesty and integrity.

Cognitive Ability tests

Tests of cognitive ability can assess general intelligence and correlate very highly with overall
job performance. Individuals with higher levels of cognitive ability tend to perform better on
their jobs. This is especially true for jobs that are particularly intellectually demanding.

Job-knowledge tests
Employers administer job-knowledge tests when applicants must already possess a body of
knowledge before being hired. Job-knowledge tests are particularly useful when applicants must
have specialized or technical knowledge that can only be acquired through extensive experience
or training. Job-knowledge tests are commonly used in fields such as computer programming,
law, and financial management.
Licensing exams and certification programs are also types of job-knowledge tests. Passing such
exams indicates competence in the exam's subject area. Tests must be representative of the tested
field, otherwise litigation can be brought against the test-giver.

Situational judgment tests

Situational judgment tests are commonly used as employee-selection and employee-screening
tools and have been developed to predict employment success. These tests present realistic
hypothetical scenarios in a multiple-choice format. Applicants are asked to state what they would
do in a difficult job-related situation.
Situational judgment tests measure the suitability of job applicants by assessing attributes such as
problem solving, service orientation, and striving for achievement.

FIVE TESTS IN
DETERMINING THE
CAPABILITY OF A JOB
APPLICANT

SUBMITTED BY: NESTOR JOHN O. ALMOJUELA

SCHEDULE: TTH/11:00-12:30
YR. & SEC.:HAB/AC10
DATE: FEBRUARY 04, 2016