Companies use different types of tests to check whether a candidate is suitable for the job. You may fear and find these exams intimidating, but in fact you should be thankful because they can keep you from getting into dangerous and even fatal situations on the job. Here are four general tests that employees usually take before hiring.
Physical tests
Some occupations require a higher level of physical skill than others and therefore perform physical examinations. Physical tests can include a health exam designed to look for any health problems you may have in your blood or urine samples. Employers can also include physical excursions to assess whether a candidate is fit for duties, such as cardio exercises and obstacle courses. This type of screening is common in areas where personnel need to be physically fit and always alert, such as law enforcement, emergency response services, physical training, and the military. For example, because lifeguards are supposed to rescue people in the water in unpredictable situations, employers can require them to swim 500 meters and run a mile for 18 minutes to demonstrate physical ability.
Drug test
Substances like drugs and alcohol are known to affect a person’s cognitive abilities, memory, energy and focus, which is why companies perform drug tests to make sure that their employees are ready to go. Drug testing has been an integral part of work in the workplace since the 1980s, when President Ronald Reagan demanded that government employees undergo this type of test. Soon, private companies followed suit and drug testing has been widely practiced in federal and corporate workplaces ever since. The most common drug test is urinalysis, but depending on their drug policy and the nature of their operations, some companies may use more comprehensive tests. For cocaine drug tests, they may require hair samples or blood tests in addition to urine. This can apply to companies performing security related operations or in high risk environments such as construction, transportation and manufacturing.
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Technical skills assessment
In addition to requiring job applicants to submit a portfolio of their previous work, companies can perform tests to assess their technical skills firsthand. The type of test will depend on the nature of the job and the position you are applying for. For example, if you are applying for a job as a diving instructor, you may need to demonstrate your ability to communicate using scuba sign language. For those who work in the medical field, you need to check a person’s ECG and understand the results. Likewise, if you are applying for a copywriter position at an advertising agency, you may be required to write a marketing copy test in exam form for a limited time. If you are applying for an entry-level position, companies can be more lenient on these types of exams and help you improve your inexperience by allowing you to take technical seminars and post-employment training. On the other hand, if you want to be accepted into a management position, you must prepare for a technical test to prove that you are familiar with the position.
Individual tests
Unlike other types of tests, there are no right or wrong answers to personality tests. Businesses can use it to see how a candidate’s characteristics can help or hinder their future work. One of the most popular tests of this type is the Myers Briggs type indicator, or simply MBTI. This type of assessment divides applicants into 16 possible personalities based on questions to determine whether they are extroverts or introverts, whether they prefer to use logic or feelings when making decisions, and whether they prefer to plan. their activities in advance or dive spontaneously. These preferences can be very useful in matching applicants to certain occupations and positions. For example, logical people may be better at analyzing numbers than building relationships with customers. Likewise, extroverts can thrive in work environments that rely on teams rather than working solo.
