Jobfit offers a variety of aptitude, personality, and skills tests that assess a wide number of traits and abilities. Below is a list of just a few of the candidate attributes our tests measure. Click on the links below to learn more about some of the most important job skills and to find out which of our tests can be used to assess them.
Attention to Detail
Concentration and Focus
Extroversion and Introversion
TESTS AND OTHER ASSESSMENTS:
Helping You Make Better Career Decisions
You are about to make a career decision – taking a course, applying for college, interviewing for a job, accepting a new job. It is just one of the many career decisions that you will make throughout your working life. Tests – also called assessments, inventories, or career decision-making tools – are available to you, counsellors, and employers to help make the best career decisions possible. This guide will help you better understand the different types of career assessments and how you and others may want to use them to make career decisions.
So, soon you need to take an assessment tool for:
(! check one)
G career exploration
G the Employment Service
G an employer
and you would like to know what to expect. Your questions about assessments, often called tests, are probably the same ones other people have. This guide will answer many of the questions you have. It also provides additional Sources of Information (see pg. 49), including Websites that can help you further explore tests and other assessments for career decision making. By knowing more about testing and test strategy, you can feel better about taking your test, and possibly improve your performance.
There are three basic reasons to take career-related tests and assessments:
1. They tell you about yourself.
2. They tell counsellors about you.
3. They tell employers about you.
Tests can help you better understand your strengths by identifying areas in which you already
have skills, abilities, and interests. They can also alert you to areas for which you need to
develop your strengths. You can make decisions about your career path with more confidence
if you understand what you like (and don’t like), as well as what you do well (and not-so-well).
A test that steers you away from one kind of job or training program can also help steer you
There are a lot of situations in which assessments can help on your career path:
! You may just be entering the job market and are unsure of the type of training you need to help you get a good job, or even what type of job you would like. Assessments can help you focus your search for training or a career.
! You may be receiving some financial assistance for your training from an agency. The agency may
want to assess your capabilities so they can help provide you with the right type of training.
! You may have been looking for a job, but you haven’t been successful because you don’t have a
diploma or the required certificate. You can take tests to get a certificate or a diploma.
You may have a job that you don’t like, but you don’t know where else to look for another one.
Assessments can help you identify careers with a future.
! You may be in an industry using new technology. Your job has disappeared, and you need to retrain and upgrade your skills. Tests can help you identify your particular training needs for high
! You expect layoffs at your company, and you are interested in exploring other career options.
Assessments can help direct you toward other jobs that might suit you.
! You may have a disability, but you know you can be successful. Assessments can help you identify
your strengths and abilities.
! You may be re-entering the job market, and you want to identify and improve your skills. You want to learn how your skills match with the new “World of Work.” Tests and other assessments can help.
! You are up for a promotion. Taking an examination is a common part of the promotions procedure
Employers like to hire, train, and promote employees who
! do a good job,
! like the work, and
! want to stay with the company for a long time.
Employers can use assessments to help them select applicants who are more likely to do
these things. There are several types of tests that can be used by employers. Some tests can not legally be administered until a job offer is made, while others can be used as part of a selection process. Some legal considerations and possible tests are reviewed on
Pre-Employment Skills Tests
Skills tests measure basic competencies that are typically associated with essential work activities for a wide variety of jobs. They are designed to determine whether or not an individual has the requisite level of skill required to effectively perform at a job that will require the frequent use of the skills in question.
HireSelect includes the following skills tests:
Criteria Basic Skills Test (CBST)
Our most popular test, the CBST is a 20-minute, 40-item test that measures the basic skills that are required to succeed in a wide variety of entry-level jobs. The CBST determines job readiness and predicts “trainability” by measuring basic math, verbal, and communication skills, and assessing attention to detail. Math and Verbal subscores are listed separately.
A 1-minute test that measures an individual’s typing speed and accuracy. An adjusted words-per-minute (WPM) score is given, which reflects the total number of words typed correctly during the time allotted.
Ten Key Test
The Ten Key Test measures an individual’s ability to perform numerical data entry. The test provides both a speed and an accuracy score.
A 10-minute, 20-item test that measures an individual’s proficiency with Microsoft Excel.
A 10-minute, 20-item test that measures an individual’s proficiency with Microsoft Word.
A 10-minute, 20-item test that measures an individual’s proficiency with Microsoft PowerPoint.
Computer Literacy and Internet Knowledge Test (CLIK)
A test of basic computer literacy that measures an individual’s proficiency with using Internet browsers and common desktop applications such as email and word processing programs. It is a 10-minute test consisting of two 3-minute task-oriented simulations followed by ten multiple choice questions.
Employment personality tests are a valuable tool for gaining insights into the interaction style, personality traits, and behavioral tendencies of individuals. They are designed to assess the aspects of a person’s personality that remain relatively stable throughout an individual’s lifetime. Properly designed personality tests are therefore meant to pinpoint permanent personality “traits” (for example, an individual’s level of extroversion) rather than temporary “states,” (for example, an individual’s current level of anger).
When given to prospective or current employees, personality tests are intended to describe aspects of an individual’s character that are relevant to their job performance. Whereas aptitude tests assess whether a job candidate can perform a job, personality tests address the question of whether the candidate will do the job: in other words, they assess job fit from a behavioral perspective. Does a candidate have behavioral traits that are statistically linked to success in this job? Is he/she likely to be happy or comfortable in this role? Research has also shown that personality tests can be especially useful in predicting job performance in those jobs that require frequent social interaction (with other employees, the public, or customers).
HireSelect contains the following employment personality tests:
Employee Personality Profile (EPP)
The EPP is a general personality inventory that measures twelve personality traits that provide valuable insights into a person’s work style and behavior. It can be used for any position, and contains position-specific benchmarks that allow administrators to compare an individual’s scores against composite profiles to determine likely job fit. The EPP takes about 15 minutes to complete, and measures the following traits: Achievement, Assertiveness, Competitiveness, Conscientiousness, Cooperativeness, Extroversion, Managerial, Motivation, Openness, Patience, Self-Confidence, and Stress Tolerance.
Sales Achievement Predictor (SalesAP)
A sales aptitude test that measures personality traits that have been shown to be critical to success in sales and sales-related jobs. These traits include motivation, competitiveness, extroversion, goal orientation, and assertiveness. The SalesAP provides an overall recommendation on a candidate’s suitability for sales positions.
Customer Service Aptitude Profile (CSAP)
The companion test to the SalesAP, the CSAP is a customer service test that measures personality traits that are important for customer service and related positions. The CSAP provides an overall recommendation on a candidate’s suitability for customer service-related positions, based on traits such as cooperativeness, personal diplomacy, patience, and more.
Workplace Productivity Profile (WPP)
The WPP is a personality test that is used to predict whether an applicant will be a conscientious, productive, and reliable employee. It is used primarily for entry-level positions where rule adherence and trustworthiness are of primary importance.
Criteria Personality Inventory (CPI)
A general personality inventory based on the most widely accepted personality model — the “Big Five” — which describes an individual’s personality in terms of five psychological traits: Agreeableness, Conscientiousness, Extroversion, Stress Tolerance, and Openness.
What is an ‘Aptitude Test’
An aptitude test is an exam used to determine an individual’s propensity to succeed in a given activity. Aptitude tests assume that individuals have inherent strengths and weaknesses, and are naturally inclined toward success or failure in certain areas based on their innate characteristics. An aptitude test does not test knowledge; it is not a test for which one can study.
BREAKING DOWN ‘Aptitude Test’
Individuals might take an aptitude test to determine the kinds of careers that are a good match for their skills and interests. Similarly, high school students might take an aptitude test when thinking about what would be an appropriate college major or whether college is the best choice for them.
Educational Aptitude Tests
Some schools administer aptitude tests to students beginning in elementary school. Along with intelligence tests and achievement tests that measure student mastery of academic content, aptitude tests may be used to determine placement in gifted and talented programs or other specific educational tracks. For example, the Modern Language Aptitude Test measures a student’s potential for successfully mastering foreign languages. Aptitude tests can also help determine if a student needs special education services.
For older students, Differential Aptitude Tests assess a range of aptitudes from spatial relations to language usage. The results can help administrators make curricular recommendations. Counselors might use high scores in a test in mechanical reasoning, for example, to guide a student toward courses that prepare them for engineering or designing studies in college. Students who score well in tests measuring speed and accuracy might be directed toward coursework in computer science or other fields requiring attention to detail.
Career Assessment Tests
Some companies use aptitude tests to help them make hiring decisions. These tests, which are called career assessment tests, help human resources personnel learn more about a prospective employee’s strengths and weaknesses. Career assessment tests may also be used within a company for making decisions about promotions.
Situational judgment tests are a specific kind of career aptitude test that can help predict how an employee might respond to specific situations in the workplace. They are also used to assess an employee’s communication style and his ability to work within a team. Some situational judgment tests focus specifically on customer service careers. These tests analyze personality traits that are predictive of successful interaction with the public, such as empathy, diplomacy and patience. Situational judgment tests may also be used to predict future competency in sales-related careers.
Each position has unique job requirements. It’s important that the tests you use to help inform your hiring decisions reflect the abilities and skills that are required for each position. Below is a list of the most commonly tested positions within HireSelect. Click on the links below to learn more about the tests that employers use to screen applicants for each position.
Analysts (Market Research)
Bill and Account Collectors
Certified Nursing Assistants (CNAs)
Clerical (Bookkeeping and Accounting)
Computer Software Engineers
Customer Service Representatives
Data Entry Positions
Field Service Technicians
General and Operations Managers
Hairstylists, Hairdressers, Cosmetologists, and Barbers
Home Healthcare Aides
Hotel and Resort Receptionists, Front Desk
Human Resources Managers
Industrial Machinery Mechanics
Inspectors, Testers, Sorters, Samplers and Weighers
Janitors and Cleaners
Laborers and Material Handlers
Licensed Practical Nurses (LPN) or Licensed Vocational Nurses (LVN)
Maids and Housekeepers
Maintenance and Repair Workers
Managers of Retail Sales Workers
Medical Records and Health Information Technicians
Network and Computer Systems Administrators
Paralegals and Legal Assistants
Personal Financial Advisors
Real Estate Property Managers
Registered Nurses (RNs)
Sales Representatives (Advertising)
Sales Representatives (Insurance)
Secretaries and Executive Assistants
Software Quality Assurance Engineers
Treasurers and Controllers
Truck Drivers (Delivery)
Waiters and Waitresses
Warehouse Managers, Operations Supervisors (First Line Supervisor of Laborers)
JOB FITTING is a concept that explains whether a candidate’s personality, values, interests and motivated skills match the competences that are required for a certain job and the working environment. When these two match, the employee and organization both experience a good job fit. It enables organizations to explore its employees‘ At Heart to Heart, we deliver the Best FIT Candidates, enabling your organization to attract, train and retain the best calibers.
What to Consider in a job fit
Personality: Personality type enables him/her to perform and excel at the particular job? Values: The candidate must share the prevailing values of his colleagues and customers.
Motivated Skills: Does the candidate get to do the things that he/she love to do?
Career Interests: : Does the candidate have the interests to match the job?
Job’s Competency Profile: Does the candidate possess the required knowledge, skills and behaviors required to perform the job?
The impact of poor job fit…
When employees are in the wrong position, they are more likely to experience burnout and leave the organisation. Job burnout is where you feel physically, mentally and/or emotionally exhausted from work. Also, you may doubt the value of your work and your own competency in getting the job done.
However, the impact of poor job fit can extend well beyond an employee simply quitting their job. It can affect the employer’s bottom line, other employees in the organisation and even the employee’s family.
When an employee feels trapped in their job or that the job is not the right fit, they often end up working longer hours to do everything possible to succeed. Their personal lives can be affected, for example, spending less time with family and friends.
Disengaged employees can also undermine their co-workers’ success, decreasing productivity and morale in the organisation. And, as disengaged employees typically take about four more sick days per year than their engaged colleagues, the financial impact of disengagement is clear.
Why does poor job fit happen?
More often than not it is in the understanding of the individual’s suitability for the role. On the one hand, some people may pursue jobs that don’t match their behavioural competencies and on the other, employers are unable to recognise when their candidate is not the best fit for the position.
An example of this is an individual who excels at mathematics thinking that a career in finance is the right job for them. However, this person may be naturally more suited to a people–focused role. Similarly, a person may have the right traits for a management role (eg. the ability to influence others and get things done), but not have the skills and experience (or the desire to attain them) that will enable them to be successful in the long term.
In both these examples, the end result may be the same…the employees may show promise and enthusiasm at first, working extra hours to do what is necessary to get the job done, but then find it difficult to maintain that momentum if they are not matched for the job.
Matching people to the right job…
There are several things employers can do to ensure their employees are in the right jobs and continue to contribute productively to the organisation.
Identify successful traits
Benchmark the traits and qualities that define success by looking at your current employees. This will identify the behavioural competencies that fit in with your work environment, management style and the specific role.
Consider all key areas of ‘fit’
Pay attention to all the key areas of ‘fit’, not just one or two. These include:
- Skills and experience
- Attitude and level of engagement
- Behavioural competency
Make screening processes effective
As your time is limited, you need to ensure that you focus on screening those candidates with the best overall fit. The right automated screening processes can identify the top candidates more quickly, which then enables you to use behavioural interviews to make the final decision.
Assist candidates to understand their traits
If candidates are provided with information on their career traits and strengths, they will have a greater insight into finding a career that really is the right fit in the future.
Finding the right fit…
Even the most talented and hard-working employee will find it difficult to succeed in a position that doesn’t match his or her skills, abilities and interests. Everyone has their own particular strengths and aptitudes, and will succeed best in positions that mesh well with those characteristics.
Factors that influence your suitability and success!
Want to safeguard your career and achieve your true potential? Here we’ll examine how accurately assessing your job fit can have a major bearing on determining your future job satisfaction and career success.
Are you the missing piece in the jigsaw?
Before applying for that job, ask yourself why you’re a strong fit for it and what makes you the answer to that companies talent gap? Many people use the “so what” method in reasoning their thoughts in this situation. For every reason you can think of why you’re a fit for a particular role, place yourself in the shoes of your prospective employer addressing you with a “so what”. This is a useful way of fireproofing your reasons for applying in the first place and gets you in the correct frame of mind for a potential interview. The very act of justifying your application at the outset will ensure that you’re only applying for the most relevant roles.
What makes you a must interview candidate and why will hiring you benefit this employer? Most employers want to know if you potentially will make or save them a lot of money, so it’s critical that you can articulate clearly which category you fall into. Not every job will be that cut and dried in it’s approach but in examining what you bring to the table, it’s a useful benchmark to work with.
Are there patterns of achievement on your CV that are indicative of your suitability and fit? Have you highlighted all of the credentials that make you a “must hire” candidate. Too often an employer can overlook a potential candidate for any number of reasons, so it’s vital that candidates highlight clearly where their transferable skills and abilities lie.
Another important factor in considering your suitability is the cultural fit of the company. Does your potential employer share similar values, beliefs and outlook? Are they ultimately going where you want to be? Have they a track record of hiring candidates with similar backgrounds to your own? Most employers will have a checklist of desirable credentials to compare you against and this list is usually formulated based on their past hiring successes and in some cases their failures. Quite often these hiring failures occur where a candidate slips through the vetting process but is clearly unsuited to the role/company, only to arrive at a point some weeks/months later acknowledging that the “fit” wasn’t right. It’s imperative that you conduct proper due diligence on the role and company before you make that leap.
At Campbell Rochford, we look beyond your CV and technical skills, checking if you show the desired passion for the role and that you’re a strong personality fit for our client. No matter how impressive your background and experience may appear on your CV, most employers will judge how you appear in person. They’ll ask themselves, does this person meet my needs from a skills perspective but more importantly does this person fit into my plans for this team? Are they likely to command respect amongst their colleagues and superiors?
Our best candidates can demonstrate strong rapport building and communication abilities, skills that will impress any client. In assessing your fit, we look at all the relevant criteria that represent best fit from both an employer and employee perspective and ensure that we maintain a satisfied client and an engaged and fulfilled candidate.
To discuss your suitability and fit for any opportunity, reach out to us today for an honest, comprehensive evaluation.
Hiring a candidate who looks good on paper, but does not come through on the job, can cost your business both time and money. Success at work takes more than technical skills and knowledge. You need people with the right behaviors, attitudes and motivation. IQ tests and technical assessments do not tell the whole story.
Identify the candidate most likely to succeed
The research-based Employee Assessment for Job Fit, a 20–25 minute, web-based recruiting tool, measures six behavioral competencies associated with critical factors of workplace success. You are provided with an Expected Job Fit Indicator that indicates the candidate’s likelihood of success in the position. This score is tailored to the type of job you are filling and the behavioral skills candidates need to perform successfully in that job.
Get concise, easy-to-understand score reports
Shortly after a candidate completes the assessment, you will receive an easy-to-understand individual score report, which provides the Expected Job Fit Indicator as well as performance ratings for each behavioral competency. After all candidates for a position complete the assessment, you’ll receive a roster report that allows you to easily compare candidates.
Recruit with confidence
Powered by cutting-edge technology and backed by ETS’s rigorous research, the WorkFORCE Assessment for Job Fit is a significant advantage over similar workplace assessments. You can rely on the information you receive to find the right candidate for your organization.