If you thought your test-taking days ended when you left school, think again. Recent research shows that about 76% of organizations with more than 100 employees rely on assessment tools such as aptitude and personality tests for external hiring. That figure is expected to climb to 88% over the next few years. We’re not talking just about screening for junior recruits. The more senior the role, the more likely the employer is to use assessments to identify candidates with the right traits and abilities. Global estimates suggest that tests are used for 72% of middle management positions and up to 80% of senior roles, compared with 59% of entry-level positions. So even if you’ve never taken an assessment, chances are you’ll have to in your next job search.
Ace the Assessment
Maybe you haven’t had to take a test as part of a hiring process, but you probably will in your next job search. About 76% of organizations with more than 100 employees rely on assessments for external hiring, especially for senior positions. It helps to know what companies are measuring and the tools they’re using.
Competence.
Aptitude tests can evaluate skills, abilities, and potential. Some companies use situational judgment tests, which present scenarios that correspond to particular roles.
Work ethic.
Self-report questionnaires can assess traits such as ambition and reliability.
Emotional intelligence.
Psychological tests, scenario-based tests, and performance tasks can measure empathy, self-awareness, and emotional literacy.
You can set yourself up for success by practicing, scheduling tests for the time of day when you’re most focused and alert, and answering questions in a way that presents your best self.
Tests aren’t just for the employer’s benefit. They can also reveal how things work in an organization and which traits matter most—invaluable information in any job search.
HBR Reprint R1507K