1. Cognitive Aptitude tests
- Used to determine general reasoning ability, memory, vocabulary, verbal fluency, and numerical ability.
- Helpful to identify job candidates who have extensive knowledge bases.
- Identify who can adapt quickly to job changes and rapid technological advances.
2. Psychomotor Abilities Tests
- To measure strength, coordination, and dexterity.
- Especially important due to miniaturization in assembly operations.
3. Job Knowledge Tests
- Measure candidate’s knowledge of the duties of the job for which he or she is applying.
- May also be specially designed based on the data derived from job analysis.
4. Work-Sample Tests (Simulations)
- Require an applicant to perform a task or set of tasks representative of the job.
- Try a simulated job (much effective to have them do actual jobs).
5. Vocational Interest Tests
- Show the occupation a person is most interested in and the one likely to provide satisfaction.
- Can be used in screening applicants, but their primary use has been in counseling and vocational guidance.
6. Personality Tests
- Used to classify personality types.
- Use as selection tools, they lack face validity.
- Honesty and integrity are important personality traits to consider in the selection process.
7. Genetic Tests
- Can determine whether a person carries the gene mutation for certain diseases, including heart disease, colon cancer, breast cancer.
- Predictive testing allows employers to reject certain employees and maintain a more productive workforce.
- Allows employers to foresee likely health-care costs and to avoid hiring at-risk candidates.
- It enables therapeutic intervention, thereby allowing carriers to get appropriate therapy.
8. Grapho-analysis (Handwriting Analysis)
- Involves using a trained analyst to examine the lines, loops, hooks, strokes, curves, and flourishes in a person’s handwriting to assess the person’s personality, performance, emotional problems, and honesty.
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