Employment Testing Samples - Easy to Understand : First this document just for basic knowledge only, i know you don't really know what you will be face (that's the reason why you types words Employment test samples :)), so i decide to create simple articles about Employment test, so at least you have a little illustration about the test and how to respond it! :) ok check it out.it just small steps to pass the tests ♪ ♪ ♪

KNOW IT
Employment testing is the practice of administering written, oral or other tests as a means of determining the suitability or desirability of a job applicant. The premise is that if scores on a test correlate with job performance, then it is economically useful for the employer to select employees based on scores from that test.

i won't explain much, but you can go with source instead. Type Test :
Personality tests ► ► Know The Pattern, in my country, almost all Employment testing use this test :

Wartegg Test,

Intelligence Test ► ► Addition Multiplication Subtraction, Division Numerial Judgement, Arithmetic Reasoning Series, Neccessary Arithmetic Operations.

Intelligence to correlate very highly with job performance. Other factors being equal, supporters claim that a more intelligent person is able to perform a given job more efficiently. This is especially true in cognitive loaded professions, although observed correlations are low due to range restriction. Those opposed to the use of these tests note that there are substantial cultural effects on scores, and that many prominent psychologists do not agree that there is a single measure of intelligence.

Do you have any experience in such skills ► ► used in situations where applicants must already possess a body of learned information prior to being hired. Job knowledge tests are particularly useful in situations where applicants are required to have specialized knowledge or technical know-how that can only be acquired through extended periods of either experience or training. 

Examples of such fields is financial management. Licensing exams and certification programs are also types of job knowledge tests. Passing such exams indicates competence in the field's subject or area. A major consideration of job knowledge tests is validity. Tests must be representative of the tested field, otherwise complaints in the form of litigation can be brought against the test-giver.

Improvisation ► ► The tests are commonly used as employee selection and screening tools and have been developed to predict employment success. These tests present hypothetical yet realistic scenarios in a multiple choice format, and applicants are asked to indicate what they would do in handling a difficult job-related situation effectively. Responses are scored in accordance to the level of effectiveness, rather than right or wrong. Good Luck!

Employment Testing Samples - Easy to Understand Part 1

Please Wait until Pre-Employment Test loading is done, approximately 1 Minute, i get this flash test from IQtest.dk, The test is Simple you just answer 39 Questions, and you only have 40 minutes to finish the test. Before you start IQ test, i suggest you to try IQ test Part 1. the differences between pre-employment test and IQ test part 1 :
IQ test Part 1 >>> Answer Questions >>> Words >>> Sentences >> Case Study >> Pictures
Pre-Employment test >>> Answer Questions >>> Pictures >>> Colors and much more
Notes :  
The level of difficulty of the questions increases gradually.
If you find two logical answers to one question you should choose the simplest answer.
Wrong answers do not influence your result.
The purpose Both of tests is same, Know your IQ Scores, and don't forget share your score :)
Note : If loading Freeze, refresh Browser, (The data has loaded won't reset)

Pre-Employment Testing - IQ Test Part 2 Logical

Employment Test Quotes from Wikipedia

"Employment testing is the practice of administering written, oral or other tests as a means of determining the suitability or desirability of a job applicant. The premise is that if scores on a test correlate with job performance, then it is economically useful for the employer to select employees based on scores from that test."

In the USA more than 30% of companies reportedly use pre-employment tests to help make hiring decisions. Used in conjunction with the interview process employment testing enables the employer to pin-point any areas of concern with regard to the applicant's ability and suitability for the position. A valid and reliable pre employment evaluation is objective and a good tool for ensuring that the final employment selection is based on the applicant's ability to successfully perform in the job and not on any prejudice, bias or assumption. 

There are many different types of pre employment tests but the basic used tests fall into these five categories:

• Personality Tests

Personality tests measure the personality characteristics of job applicants that a re related to successful job performance. Typically they measure personality dimensions:

1. Extroversion.
2. Emotional stability.
3. Agreeableness.
4. Conscientiousness.
5. Openness to experience.

The test format can vary from a brief written test to a long psychological examination. Personality tests have no "right" answers and cannot be prepared for. Applicants should answer honestly and  not attempt to manipulate their answers to fit what they think the employer wants for two reasons. Firstly the tests contain validity scales that are designed to detect inconsistent and fake answers. This will be viewed as dishonest by prospective employers.

Secondly applicants are misleading both themselves and the employer about their suitability for the job and are unlikely to be either happy or successful in the position. 

• Skills Tests

Applicants are required to demonstrate the skills needed for the job and confirm the job-related skills they say they have. Skills tests can range from a simple typing test, writing a report, lifting a heavy object to a complicated mechanical design. Some skills tests can be prepared for. Know which skills you will require on the job and practice these.

Practice tests for typing and computer skills are available online. Skills tests are considered acceptable if they genuinely test a skill needed for the job.

•  Aptitude Tests

These employment tests explore an applicant's abilities such as reasoning, numerical, wiring or verbal skills. They differ from skills tests in that they are used to determine an applicant's ability to learn and be trained in the required skills for the job while a skills test assesses existing skill levels.

Aptitude tests will tell an employer how quickly an applicant may be expected to learn to do the job tasks to a satisfactory level. There are general aptitude test referred to as IQ or intelligence tests and also tests for specific aptitudes such as mechanical aptitude.

• Integrity Tests

An integrity test explores an applicant's honesty and trustworthiness. Questions are designed to evaluate the applicant's attitude to drug and alcohol abuse, abuse of company resources such as phones, internet, email  and vehicles, the confidentiality of company information and data, the stealing of company property such as stationery, telling "white lies",  and the approach to work ethic criteria such as time keeping and taking breaks.

• Drug Tests

An employer can have a program for testing job applicants for drug usage as long as it is administered fairly and consistently and is in line with federal and state laws. The laws concerning employment drug screening vary from state to state and some states require that employers may only test applicants once they have been formally offered a position conditional on a negative drug test.

The most common drug tests involve applicants going to a collection site where a urine sample is obtained and then sent to a certified laboratory for analysis. The standard drug test is called a "Five-Screen" and tests for 5 types of street drugs marijuana, cocaine, PCP (Phencylidine), opiates such as heroin and morphine, and amphetamines.

Urine drug testing is popular with employers because it is reliable, inexpensive and non- intrusive. Test results are usually available within 24 to 48 hours. Other testing methods such as hair testing, blood tests, breath tests and saliva testing are also used.

Job applicants are likely to be required to undergo some form of pre employment testing.  Although the amount of preparation that can be done for these tests is limited it will benefit applicants greatly to understand the type of tests they can expect. Prepare now before its to late

Pre-Employment Test: Basic Test for Pre-Employment