It does not matter if you are right out of college, taking the next step in your career, or changing tracks; you will most likely face a Pre-Employment Test. These tests have become an integral part of the hiring process because they take much of the guesswork out of predicting the type of employee you will be.
There are a number of pre-hire tests that you may be asked to take depending on the position and company.
For instance, sales, software engineering, product, or project management positions (really covering the gambit of jobs) should expect to take Aptitude & Cognitive Ability Exams like the SHL Test. Those in the legal or financial sectors can expect to take a Critical Thinking test like the Watson Glaser Test. There are also professional tests for law enforcement, first responders, utilities, and transportation like the TSA or the 911 Dispatchers test.
With so many variables that go into pre-employment testing, it will be challenging to touch upon all points in this short article, but we will try our best below.
What is important to remember, that no matter the test you are going to take, they are designed to take away the need for the employer to guess your skills. You can create an excellent CV and give a fantastic interview, but they want to know you can back up your claims. And that is exactly what these tests aim to uncover!
Let’s a brief look into cognitive ability testing and provide you with some tips for beating the exam.
Getting Started
From all the different types of tests listed above, you are most likely to encounter cognitive testing because they cover so many soft and hard skills and knowledge areas. So, we will primarily focus our efforts on this type of test.
A cognitive ability test will generally include up to six different areas, including numerical, verbal, and logical reasoning, spatial ability, learning agility, and Perceptual Speed and Accuracy. Thus, the test has become a go-to tool for recruiters across the board and provides tremendous insight into your potential short and long-term job performance.
Step 1: Understand the Topics
The first step to tackling the cognitive test is to understand both the content and purpose of the questions. Take for instance, the Criteria Cognitive Aptitude Test (CCAT), which is one of the most popular tests on the market.
Containing 50 questions and a stiff 15-minute time limit, the exam draws upon math, verbal, abstract, and logical questioning. Regarding the breakdown of the questions, you will see approximately 18 questions on math, 17 logic, 10 abstract, and 5 verbal. So first, you want to find your weak spot, and second, once you know the breakdown of the test, you will better understand how much time and effort to put into each section.
Step 2: The Score You Need
Once you grasp the type of questions and their breakdown, it’s essential also to understand what kind of score you need. Many of these tests are not exactly pass-fail, and the required results can vary from profession to profession.
For instance, on the CCAT, the pass range for a sales rep can be as low as 21, while the rate for a project manager can be as high as 37, and a financial analyst a 42. Additionally, the exam is broken down by raw score (total number of right answers), percentile (your results against all other test takers), and sub-score (how you did on each section.)
By knowing how the test is scored, you will better set goals, which brings us to the next step.
Step 3: Accurate Test Practice
Once you understand the layout of the land, it is crucial to find a practice test that will allow you to practice under the same conditions as on test day. Unfortunately, there are so many “practice tests” on the internet that only provide generic questions, without the correct time frame, and with little or no resemblance to the structure of the question on the real test.
Furthermore, many pre-hire tests are not static and are often updated to keep up with the dynamic demands of the market. So, you want to make sure that your practice test is as updated as possible. Additionally, even while using a truly accurate practice test, it is essential to take it as you would on the real test. For instance, if you know that calculators will not be allowed, then leave them out or know that you are not allowed to go back to early questions. Stay true to the test, and you will do just fine.
Step 4: Read the instructions.
This is perhaps the most critical mistake by test makers. Don’t just gloss over the instructions but read them in-depth. Not only will you understand the question, but often test makers will include hints within the instructions.
Step 5: For the Personality Test
Just remember that there is no right or wrong answer to these questions, and they are designed to catch dishonesty. Since it is impossible for you to change your nature inherently, don’t bother trying to give the answer “you think they want to hear.” It will simply end badly for everyone, even if you do somehow pass the test.
Keep in mind that the personality test questions are designed to measure personal qualities and attributes closely associated with the position at hand. By the end of the test, they will know how curious, focused, tolerant of diversity you really are. Additionally, your experience, self-awareness, leadership traits, inherent interest in taking the lead, problem-solving skills, and the propensity to avoid project derailment will also come out.
However, even though there is no way “to cheat,” it is a very good idea to fully understand the style of questioning that the test will present to you to avoid any surprises and the prospect of freezing during the test.
Conclusion:
With the right research and practice opportunities, any pre-hire test is beatable. Of course, we would wish you good luck, but this is really about skills!
