The key advantages of well-designed skills tests

Skills tests assess skill levels of applicants or employees on a variety of topics and areas that are important in the workplace. These may include typing and data entry, Microsoft Office and other commonly used software tools, Web development and basic literacy and numeracy skills, to name just a few.

There are a number of key advantages to using well designed skills tests as part of a pre-employment selection process or employee development program. Read on to find out more about these advantages, and about what you should be looking for to ensure that you select the best skills tests for your organisation.. » Read more

Psychometric tests and skills tests – what’s the difference and what’s the value

Psychometric tests and skills tests are often used in job selection.  Both can be vital tools to help you find the best people for the job.  But what exactly are they, and what are the differences between these two types of tests?

Psychometric tests are instruments that tell us about individual differences: such as personal characteristics or cognitive ability (intelligence), compared to other people.  Skills tests tell us about whether a person can perform a certain set of tasks, and how well.  While they might sound quite similar, they are actually different.  The main differences between psychometric and skills tests are their design, their applicability and what conclusions can be drawn.

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Implementing Skills Testing Into the Interview Process

It is beneficial for all employers to implement skills testing during the interview process. This allows employers to rate the candidates and decide whether or not they possess the ability to perform the job duties that they are interviewing for. Job candidates are hungrier than ever to obtain employment, and it is important that companies hire carefully in order to protect themselves. This is where job interview skills assessments come into play; they save the company the time and frustration of hiring the wrong person.

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