No | Test type | Suitability |
1. | Psychomotor tests | Ability to perceive instructions |
2. | Attitude tests | Ability to quantify theories, beliefs and behaviours to inform discussions |
3. | Vocational Aptitude tests | Ability needed for a particular job |
4. | Logical Aptitude tests | To determine a candidates ability in problem solving |
5. | Mechanical tests | To measure the candidate’s knowledge of mechanical and physical aptitude to identify ones underling intellectual ability |
6. | Achievement tests | To assess the level of a candidates developed skill and knowledge acquired in any grade or level e.g. academic or professional |
7. | Job Knowledge tests | To assess a candidate’s individual knowledge about various aspects of a specific job-job fit |
8. | Work Sample tests | Focuses on the tasks that are similar to those the employee is expected to perform when hired by the employer |
9. | Personality tests | To assess human personality constructs, to gauge or rate a candidates SWOT analysis |
10. | Objective tests | To assess the candidates ability to recall facts and figures and their comprehension |
11. | Projective tests | To uncover in a candidate the hidden conflicts or emotions for purposes of future psychotherapy |
12. | Situation tests | To assess a candidates inventory of knowledge for effective performance on the job |