Frequently Asked Questions

• How much are tests used by employers?
• What’s the difference between tests used for selection and tests used for development?
• Is there any human interaction involved in online testing?

How much are tests used by employers?

Most large organisation use tests of some description in both recruitment and development. Many will use tests at all levels of recruitment. In particular, if you are a graduate or manager applying for a job you can expect to undergo some form of psychometric assessment over the course of your career. Many smaller companies will use psychometric tests only for more senior appointments where making the wrong selection decision can have more significant consequences for the organisation.

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What’s the difference between tests used for selection and tests used for development?

Tests are used in a variety of contexts, the two most common being selection and development. In a selection context tests are used to help organisations choose between candidates. In a development context, tests are used to highlight candidates’ strengths and development areas. Maximum performance tests are more often used in a selection context, while typical performance tests tend to be used equally in selection and development.

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Is there any human interaction involved in online testing?

This depends on the type of test that you are sitting. Some online tests take place within a supervised context, that is, you must go to a specific testing centre to complete the test. Other tests can be done at your leisure without supervision.

There are a number of other opportunities for human intervention to occur. Some online tests are automatically scored, whilst others are scored by a human. This often depends on the complexity of the scoring system in place. Human intervention may also occur at the feedback stage of the testing process.

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