In this guide, you will learn which job tests are most common, why they are used and how to maximize your chances of success.
What are job tests?
Job tests are tools used to complement interviews and CVs. They are meant to give a more nuanced and objective picture of you as a candidate – not only of what you have done in the past, but also how you might act in the future.
The most common types of job tests are:
- Personality tests map out behaviors, motivations and preferences in the workplace. They are not about defining ‘who you are’, but about giving an indication of how you function in different environments.
- Occupational psychology tests measure, for example, stress tolerance, problem-solving skills or the ability to handle complex information.
- Logic/IQ tests focus on your analytical skills, your reasoning and how quickly you recognize patterns.
- Skills tests are more practical and assess specific skills, such as language, digital tools or technical competence.
What distinguishes tests from traditional selection methods is that they reduce the element of subjective judgment. Where an interview can be colored by personal impressions, tests provide a more structured and comparable basis.
Why are tests used in recruitment?
Traditionally, recruitment has often been based on CVs and interviews, where gut feelings and personal preferences play a major role. This can work – but it can also lead to misjudgments. Job tests are meant to reduce those risks.
Benefits of testing for the employer:
- Create objectivity – all candidates are put on the same footing and compared on equal terms.
- Discovering potential – even those without extensive experience can demonstrate that the right qualities are there.
- Reduce the risk of bias – tests make it harder for unconscious bias and first impressions to guide decisions.
- Increase accuracy – more recruitments are successful in the long run.
For the employer, testing is a way to make more informed decisions and for you as a candidate, it means you have the opportunity to show more sides of yourself than a CV can accommodate.
Benefits for you as a candidate
It is common to feel some nervousness about job tests, but used correctly they can be a great advantage. They give you the opportunity to show strengths that may not be apparent on your CV – and can help both you and the employer make better decisions.
Benefits of job tests from the candidate’s perspective:
- More dimensions than just CV and experience are taken into account
- Skills such as problem solving, reasoning, working together and learning emerge
- The assessment is made on more objective and comparable grounds
- Less focus on first impressions and personal preferences
- Greater confidence that selection is fair and transparent
When you are matched to a role that suits your behaviors and abilities, you are more likely to both thrive and perform in the long term. And last but not least, it gives you peace of mind knowing that the selection is done on a fairer and more transparent basis.
How to pass the job test
Unlike traditional tests, you cannot “study” for a job test. Tests are not designed to measure what you can memorize, but to capture your natural behaviours and abilities. The best thing you can do, therefore, is to give yourself the right conditions to perform at your actual level.
Creating the right conditions
Make sure you are well rested and take the test at a time when you have energy. Your mental acuity affects the result more than you might think. Choose a quiet environment where you can focus undisturbed – turn off notifications and let others know you don’t want to be disturbed.
Read the instructions carefully
Take the time to read the instructions properly before you start. Many mistakes are due to misunderstanding rather than lack of ability. Don’t rush through tasks, but rather work methodically even if it means you won’t be able to do everything.
Be honest in personality tests
In personality tests, it is important that you answer honestly and spontaneously. Don’t try to fit a preconceived image – this often leads to contradictory results. By being consistent and genuine, the picture becomes clearer, both for you and for the employer.
Remember the big picture
And finally: the test is just one piece of the puzzle. Your experience, interviews and references always carry weight. The test results are there to complement, not to replace, the human assessment.
How do the tests work in practice?
A testing process often looks quite similar, although the approach may vary between employers:
- Information and invitation – you will be given a clear introduction to the purpose and approach.
- Implementation – the test is usually done digitally, either from home or at the employer’s office.
- Results – the recruiter analyzes the results and weighs them against the job requirements profile.
- Feedback – you get feedback and the opportunity to ask questions.
When professionally conducted, the process is transparent, respectful and makes you feel well informed throughout the journey.
The future of job testing
With digitization and AI, job tests are evolving rapidly. Interactive and gamified formats make tests more engaging for the candidate, while measuring more dimensions of behaviors and skills.
At the same time, ethical issues are becoming increasingly important: how are the results used, who has access to them, and how to ensure that the tests are fair to all? It’s clear that tests will be an integral part of future recruitment, but they should always be seen as a complement – not a replacement for interviews and face-to-face meetings.
How we work with job tests at Starfinder
At Starfinder, we see tests as an important tool to complement CVs, interviews and references – never as a replacement. Our strength lies in the fact that we can use tests in a way that really creates value, both for the candidate and for the employer.
Certified testing tools and scientific basis
All our employees are certified in several types of personality, motivation and skill tests, which we use in our second opinion solutions. All the tools we use are scientifically grounded and based on established theories such as the Big Five for personality and the G-factor for cognitive ability.
This means that we can not only carry out the tests correctly, but also interpret the results in a professional, ethical and businesslike manner.
Ready to succeed in your job test?
Succeeding in a job test is about performing as the person you really are – not about fitting into a template. When you’re rested, focused and honest, both you and the employer get a fair picture. With our experience and testing tools, we create accurate matches that last.
Want to know more about how we work with job tests? Contact us and we will tell you more.
