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Figure 1: When it comes to predicting job performance, aptitude tests are twice as predictive as job interviews, three times as predictive as job experience, and four times as predictive as education level.

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In fact, research demonstrates that cognitive aptitude tests are far better at predicting job performance than other common hiring criteria – aptitude tests are twice as predictive as job interviews, three times as predictive as experience, and four times as predictive as education level.

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Personality tests seek to answer the questions: Will the candidate be comfortable in this role? Does the candidate have the behavioral traits that are linked to success in this position? Unlike with aptitude tests, there are no right or wrong answers on personality tests. Instead, these tests measure the extent to which people possess relatively permanent behavioral traits. Measuring these traits can help employers predict job fit by determining if a candidate's behavioral tendencies are a good match for both the position and the company culture.

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Aptitude tests measure critical thinking, problem solving, and the ability to learn, digest and apply new information. In essence, cognitive aptitude tests seek to assess an applicant's general intelligence or brainpower. According to one study, 70% of employers looked for candidates with problem-solving skills, and 63% looked for candidates with analytical skills. These abilities are difficult to assess based solely on resumes and interviews, and that is where aptitude tests can help. Aptitude tests can be used in almost any occupational context, but they are especially useful for mid- and higher-level jobs. Because they test the abilities that are most essential to job performance in a wide variety of fields, it's no surprise that aptitude is the single most accurate predictor of job performance.

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In this environment, pre-employment tests can provide tremendous value for organizations seeking to find the right talent. By adding pre-employment assessments to the candidate selection process, companies of all sizes can get a better handle on the vast pool of candidates applying to open positions. And while technology may be responsible for the increase in applications, it also provides an answer, by making it much simpler to integrate pre-employment testing into the hiring process.

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Personality tests are becoming increasingly popular among HR professionals, yet there are still quite a few misconceptions about what personality tests are and how they should be used.

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There are many different types of pre-employment tests. In this eBook, we will discuss five of the major types of assessments: Aptitude, Personality, Emotional Intelligence, Risk, and Skills tests.