By Victor Ochieng’
There are several types of tests that potential job seekers can be subjected to in their job-hunting. Job seekers should know that these tests are different from interviews. Therefore, job tests form the nexus of our cogent argument on skills enhancement-cum-development programmes rolled out in universities, colleges and churches.
- Proficiency tests
Proficiency tests seek to measure the candidate’s skills and abilities. They also seek to ascertain the truth of claims made by candidates pertaining skills and abilities. For example, if a company is hunting for a person who can serve as a fine financial advisor, then sound financial knowledge is tested. Notable examples of proficiency tests are trade and achievement tests.
- Aptitude tests
Aptitude tests measure the skills and abilities which the candidate can develop later as they assess the candidate’s capacity to perform a certain job. The main objective of this test is to find out the person who has the necessary cognitive skills. There are several examples of aptitude tests.
- Intelligence
These tests consist of a list of questions to be answered and problems to be solved within specified time. The questions test skills like communication, comprehension, retention, reception, retention, et cetera. The number of questions which are answered correctly within a specified time indicates the candidate’s Intelligence Quotient (IQ); which is calculated as follows: IQ = Mental Age ÷ Actual Age × 100.
A higher IQ indicates a higher level of intelligence and vice versa. It is not easy to ascertain the level of IQ required to perform given job, but tests certainly indicate alertness, alacrity, creativity and ingenuity of the candidate.
- Personality, character and attitude
It measures the non-cognitive traits of candidates. They test the inter-personal skills like positive interaction, and ability to motivate and inspire colleagues. They bring out traits inherent in people like courage, self-drive, and discipline.
- Movement and interest tests
Movement seeks to measure the speed and precision of candidate in performing tasks. The latter tests a candidate’s interest in a particular kind of work.
- Pre-employment tests
In addition, there are eight common pre-employment tests that companies use when making critical hiring decisions;
- Job-knowledge tests, which tests candidate’s technical or theoretical expertise in a particular job
- Integrity tests to gauge the level of honesty and reliability of candidate
- Emotional intelligence tests focusing on the candidate’s empathy levels
- Skills-enhancement tests for the practical hard skills like computer literacy and soft skills like attention to detail.
- Physical tests which measure physical strength and stamina, especially those which require dexterity such as firefighting.
- English language tests
Lastly, in order to secure job opportunities in places like United Kingdom, it behooves applicants to pass the English language test. Most foreign jobs have Teaching English as a Foreign Language (TEFL) as a requirement in addition to experience and qualification, which are offered online and in-person all around the world.
The writer facilitates skills enhancement and development programmes in universities, colleges and churches. He focuses on soft skills such as employability, 21st century and life skills.
