Another great viewer question: What is the purpose of employment assessment tests?
As usual, the short answer is: it depends! Analytical tests have been debated on both sides of the table. The main reason for this is that their predictive validity (how well they actually predict a person’s potential success in a given role) varies. In addition, there can sometimes be a gap between the intended use and the actual use of such tests.
That aside, although the type of test can vary (i.e. aptitude, personality, intelligence, etc.), the purpose of the test is to provide a deeper understanding of the candidate. The resume and interview is the “tip of the iceberg” and doesn’t highlight how a candidate’s values, aptitude, and beliefs make them a fit for the role. The intended use is usually to assess a person’s personality profile as an indicator of a person’s ability to fit with a company culture, team, or to perform a role.
But, here’s the rub: Although the intended use is for the test to be an indicator, hiring managers may use these tests as a way to “screen in” or “screen out” candidates. The good news is, the H/R or recruitment teams usually recognize these coachable moments to ensure that hiring managers see such tests as indicators and not screening tools.
On a personal note, I am a fan of these tests if they are implemented well. I find them very helpful in doing my own self-reflection to set my own personal and professional goals. In doing my own research, I have come across a free assessment test that is really comprehensive and you can get a lot of great insights from it. I have linked it below for your reference.
Free Assessment Test:
Here is the site that provides a free job seeker assessment test: Take the FREE MAPP Assessment
Interesting Books:
In addition, here are a few book ideas that you may also find helpful!
