Testing the test

Before choosing to use a test as an aid in the recruitment process, you will want to perform a careful job analysis. The choice of tests to be used should be based on the results of the analysis, which will identify the competencies, abilities and attributes required to perform the job.

Once you have identified one or more tests which are suitable for your candidate profile and the job, you should satisfy yourself that:

• The type and form of the actual test questions are suitable
• The scores correlate well with the level of the candidate you want to recruit

Checking the question suitability

One way of doing that is to get a senior member of the staff with the knowledge of the position that you are recruiting for to sit the test.

What does the test score mean?

Before you make any decisions on the basis of test scores, you must satisfy yourself that the scores correlate well with the level of the candidate you want to recruit. One way of doing that is to ask a sample of your existing employees of a similar level to sit the test and note the scores that they are achieving. You can then make a judgement as to what a score means, given their known performance.

For every test you will be given the average score as well as the standard deviation. Bear in mind that those are the values for every test ever taken and are not in any way a pass/fail percentages. You must make up your mind as to what a particular score means.

You should also make an allowance for the fact that the questions are chosen from a large pool and no two candidates taking the test are likely to get exactly the same questions.