INTERVIEWS / SEP. 02, 2013
version 4, draft 4

Which Interview Test Should You Use?

Your chance to truly evaluate the suitability of a candidate is when you conduct an interview. The more prepared you are before you hold an interview, the easier it will be to assess whether the candidate fits the job description and requirements. In addition to having a clear interview structure with prepared interview questions to ask, it is prudent to include an interview test in line with the type of job the candidate has applied for.

Why give interview tests?

The main reason why interview tests are so effective is because a candidate could have fabricated the truth in their resume and may have exaggerated their responses to you, which of course makes it very difficult for you to get a true understanding of how skilled the individual is. By including a test during the interview, the candidate has no time to ‘cheat’ and you can evaluate how skilled they are in accordance with the requirements of the job.

Why type of interview test should you use?

Knowing which type of test to give in an interview requires some research as there are certain industry specific tests that can be given, whilst others are based purely on a candidate’s personal attributes, logical reasoning, and personality. The type of test you choose will ultimately depend upon the job type, company culture and the type of candidate you want to hire.

Here are some of the most commonly used interview tests:

 #1 Aptitude tests

Used to identify and effectively measure a candidates reading, writing, verbal reasoning and numerical ability skills, aptitude tests have become one of the most commonly used tests given during interviews. One of the great advantages of these tests is that you can tailor it according to your company’s requirements. The results produced are accurate and clear.  

#2 Psychometric test

This type of test is often used during an interview to measure a candidate’s mental ability in relation to the job vacancy they have applied for. Often times it is unclear whether a candidate is capable of performing the duties of a job, even after an interview, and so including a psychometric test will help you to ascertain their behavioral patterns and suitability to the job.

#3 Technical tests

Technical tests are the opposite of aptitude tests in that they are used not simply to help filter down a long list of potential applicants, but they are used to assess specific skills and technical knowledge of a candidate.

#4 IT tests

When filing an IT related role, it is prudent to include an IT test to assess the capabilities and skills of the candidate in line with the requirements and standards you will expect from them as an employee.

#5 Personality tests

Corporate culture and ‘personality fit’ is very important to some companies, and as such, employers have began introducing personality tests at interview stage as a way to determine whether a candidate will fit into the company or not. Many companies believe that it is not only the skills and experience of a candidate that should be considered when trying to fill a job, but it is how the candidate will fit into the organization. If they have the right personality type, it is more likely that the individual will remain in the company for a longer time.   

#6 Intelligence tests

An intelligence test, also referred to as an IQ test is a sophisticated format by which verbal, abstract and numerical reasoning are assessed. When you are interviewing a number of similarly skilled individuals, introducing an IQ test may help you significantly in determining who is best suited for the role.

#7 Situational tests

One of the most effective and commonly used interview test techniques is the situational test. A situational test involves a recruiter providing the candidate with a real life work-related situation and then assessing how the candidate reacts to it. By simulating work situations, you can observe how each candidate reacts and uses their initiative to assess their overall suitability for the job. This is a great way to assess how a candidate will perform in a real job related situation however it is advised that situational tests are used towards the end of the overall hiring process.



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