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2) Integrity Tests

This test is used to measure the person honesty, reliability, dependability, pro-social behaviour and trustworthiness. In these tests, examiner typically asks direct questions about previous experiences and integrity to determine attitudes. They ask questions about preferences and interests so that they will get a complete image of your future behaviour in the workplace. A lack of integrity of a candidate is associated with inappropriate behaviours as theft, violence and disciplinary problems.

3) Cognitive Ability Tests

Cognitive ability tests are used by organizations as a part of the recruitment process to measure the general intelligence of a person. It consists of questions to measure the ability of the resource to learn quickly, logic, candidate's competence and suitability for the role, and thus to predict future performance. They assess a person's aptitude or potential to solve job-related problems by providing information about their mental abilities in verbal or mathematical reasoning, reading comprehension and other skills that are fundamental to success in many different jobs.

4) Written Test

Written test is a type of test which is used to measure the knowledge and writing skills of a candidate. Many companies are conducting written tests to evaluate the knowledge level of candidates. Elimination of the candidates can be done after the written exam. There are different types of written tests companies are conducting: Aptitude Tests, Psychometric tests and Technical Tests.

Aptitude Tests:

Aptitude Tests is to test a candidate on a particular skill or set of skills like analytical and decision-making skills, mathematical skills, vocabulary, reading and language skills. It is also used to measure your knowledge in communication. Types of Aptitude tests are

Top 7 Placement and Employability Assessment/Aptitude Tests for Indian Job Seekers and Freshers

Technical Tests:

Technical tests play an important role in the selection procedure of many core companies. It is to measure the technical and subject knowledge of the job seeker. The company representatives can easily find if the candidate has fundamental knowledge in the subject and can perform well or not. In this test, the questions they ask will be from the candidate's specialized area such as computer science, electronics, mechanical, medical, agriculture etc..

Psychometric Tests:

Psychometric Test is mostly conducted by IT companies. It helps the HR or recruiting department of an organization to select the suitable candidates to the job vacancies. The company representatives want your honest answers for all the questions and will evaluate your genuine nature. So that they will be able to get a psychological view about you and can analyze the profile if it suits you.

5) Job Knowledge Tests

Job knowledge tests include essay type items or multiple choice questions to evaluate technical and professional knowledge skills required for the job. Job knowledge tests may contain questions from mechanical theorems, accounting principles, programming, blueprint reading, mathematical operations etc.. depending upon the job requirements.

6) Personality Tests

Personality tests are used to analyze candidate's behaviour at work, social skills and satisfaction in work. It is to analyze character quality of the candidate in working environment such as outwardness, optimism, observance, pioneer, mental stability, amenity, tolerance, interaction, initiating attitude and dynamic nature. The personality test is used to know the potential of the candidate to become successful in a job.

7) Physical Ability Tests

In physical ability test, the candidate has to undergo a physical examination such as physical tasks or exercises to perform. This test is to measure physical capabilities, such as strength, balance, and speed of the resource. The results of this fitness test are recorded in a statement and are preserved in the personnel records.

8) Intelligence tests

An intelligence test also called as IQ test which is generally referred to as a complex arrangement of which verbal, dynamic and numerical thinking. This sort of test is especially powerful when meeting graduates or a gathering of comparably gifted and qualified hopefuls.

9) Simulation Test

In simulation test, a candidate is provided by a working environment set up similar to the real workplace. The candidate has to perform the work activities and some other tasks he might be doing while working for real. It is designed to mimic the reality so that the company representatives will get a clear image about the working skills of the candidate. This test is to measure specific job skills and general skills such as knowledge about his/her work, organizational skill, interpersonal skills and analytic skills.

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