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Diversified recruitment tests and web tests, what types are there?

human resources development
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In the selection process for job hunting and mid-career change (mid-career hiring), there is always an employment examination. In addition to the test takers, the companies that administer them need to select and prepare for the most appropriate employment test for their company.

In this issue, we will introduce diversified recruitment tests and look at some of the patterns of implementation and cautions when conducting them. If you are a recruiter in a company's human resources department, please take a look at this article.

Types of Employment Examinations

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There are three main types of employment examinations conducted by companies

written examination

This is an examination method that measures abilities in a written format. The specific content of the test includes general common sense questions to ascertain whether the applicant has the necessary qualities as a member of society, and an essay to ascertain what kind of ideas the applicant has.

If the company is mainly technical or professional, it is likely to require a specialized test related to that field.

aptitude test

There is an aptitude test that determines your aptitude and personality for the profession. Aptitude tests can be taken at home on a computer or at a test center. SPI3, CAB, and GAB are used by many companies.

interview

This is an in-person test in which applicants are asked to present themselves and their reasons for applying for the job. Interviews include individual interviews, group interviews, and group discussions. This method is used to evaluate the applicant's personality in a way that the written test cannot. It is an essential test in determining the final acceptance or rejection of an applicant.

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Patterns of Employment Examination Introduction

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There are two main patterns of employment examinations: written and web. Both have their advantages and disadvantages, so choose the one that best suits the characteristics of your company.

written employment examination

First, let's look at the advantages and disadvantages of the written employment test.

Advantages of Introducing a Written Employment Test

The advantage of the written test is that it allows us to determine the applicant's character, which cannot be determined from the application documents alone. If the test is conducted in-house, we can also check whether the applicant is able to greet others and has good business manners.

Also, setting the venue and time will make it easier to supervise the exam and prevent fraud.

Disadvantages of introducing a written employment test

The disadvantage is that written employment tests are administered manually, which takes time and costs to tabulate. And in some companies, the scoring and results are managed by the company's own staff rather than outsourced, which places a heavy burden on employees.

In addition to the cost of preparing the question paper, there may be additional service and storage fees if transportation is required.

Web Adoption Examination

Next, let's look at the advantages and disadvantages of the Web-based employment examination.

Advantages of Introducing Web-based Recruitment Tests

The advantage of implementing a Web-based recruitment test is the ease with which test results can be compiled and analyzed. The Web is particularly suitable for recruitment tests for career-track positions, which have a large number of applicants.

Also, since there is no paper management, there are no problems of damage or loss of information. In addition, the increased work efficiency shortens the recruitment period and reduces the cost of recruitment.

Disadvantages of Introducing Web-based Recruitment Tests

The disadvantage of the Web-based employment examination is that it is difficult to confirm that the person is really taking the test. In fact, some companies have experienced problems due to doubles or substitute Web-based employment examinations.

Therefore, if the test is to be conducted accurately, companies will need to take measures such as supervising the test and requiring applicants to present identification documents, even if it is conducted via the Web.

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Types of Web Tests

There are numerous types of so-called web tests (aptitude tests) that are used when conducting employment examinations. The main ones are as follows

  • SPI
  • CAB
  • GAB
  • TAP
  • IMAGES
  • Uchida-Kraepelin test
  • IMAGES
  • treasure chest (in the story of Urashima Taro)
  • TG-WEB

SPI (Synthetic Personality Inventory)

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See also https://www.spi.recruit.co.jp/

SPI is an aptitude test that measures examinees' personality and basic abilities. It is provided by Recruit Management Solutions, Inc. and is used by many companies. In particular, this aptitude test is often used to recruit new graduates, but recently it has also been adopted in civil service examinations.

The questions consist of three parts: verbal, nonverbal, and personality tests. The verbal questions test knowledge of the Japanese language, while the non-verbal questions test mathematical knowledge, such as mathematics and arithmetic. The personality test questions the applicant's daily behavior and attitudes.
The difficulty level of the SPI itself is not that high, but the number of questions is large and time allocation must be taken into consideration.

In addition to the written test, there are also home web-based tests and tests taken at dedicated test centers (test centers). The SPI was upgraded in 2005 and 2013, and SPI3 is the latest version.

CAB (Computer Aptitude Battery)

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See also http://www.shl.co.jp/

CAB stands for Computer Aptitude Battery and is an aptitude test mainly for SEs and programmers.

  • mental arithmetic
  • regularity
  • command list
  • symbol

All of them test administrative and intellectual skills and aptitude. You can also research nine traits such as teamwork and vitality.
Basically, it is administered by a written test in mark-sheet format, but there is also a web-test version of the Web-CAB.

GAB (Graduate Aptitude Battery)

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See also http://www.shl.co.jp/

GAB stands for Graduate Aptitude Battery, a comprehensive aptitude test. Like the SPI, it is used in many employment examinations, including those of general trading companies, specialized trading companies, and securities firms.

Similar to the SPI, the GAB is primarily a competency test for processing skills and requires speed in answering questions.
In addition to the written test, the GAB can be taken at a test center (C-GAB) or on the web at home.

TAP

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See also https://www.tap-tekisei.com/

TAP is an aptitude test often used in the food and beverage, distribution, and financial industries. TAP is less well-known than other aptitude tests, but its difficulty level is high, and it can be administered in a high quality test.

  • Comprehensive Type: Standardized test with ability and personality questions
  • Personality Type: Personality questions only, and the test is only 15 minutes long.
  • Shortened type: shorter exam time (30 minutes) than the comprehensive type

The ability test focuses on mathematical knowledge such as the four arithmetic rules, profit-and-loss arithmetic, and the n-decimal system, and can be taken in a written mark-sheet format or via the Web.

IMAGES

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See also http://www.shl.co.jp/

IMAGES is an aptitude test that is sometimes used in comprehensive aptitude tests for new graduates. The content of IMAGES is not significantly different from that of the GAB, but IMAGES is characterized by its ability test and personality test, each of which takes only 30 minutes each, and can be conducted in a short time. IMAGES is chosen by companies that "have many openings and want to measure basic abilities in a short period of time.

In addition to verbal and non-verbal questions, there are also English language questions, making this an aptitude test that can be used to check an applicant's English language skills.

Uchida-Kraepelin test

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See also https://www.nsgk.co.jp/uk

The Uchida-Kraepelin Test is a unique psychological test conducted by the Japan Psychotechnology Institute. The test consists of simple single-digit calculations for 15 minutes each in the first half and the second half, and it shows whether the person taking the test is mentally stable or not. The test is used not only by companies but also by government and municipal offices, as it can confirm whether or not a person can perform a monotonous task precisely without omissions.

Please note that the Uchida-Kraepelin test is not web-based and is basically conducted only in writing.

treasure chest (in the story of Urashima Taro)

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See also http://www.shl.co.jp/

Tamatebako is an aptitude test offered by Japan S.H.L., known for its CAB and GAB. As a web-based test that can be taken at home, it is widely used by major companies. It is characterized by the fact that it is composed of verbal, non-verbal, and English ability tests, as well as a personality test to measure the match with the company and the desire to work.

The time available per question is short, and each question must be solved in about 10 seconds. This aptitude test is ideal for measuring an applicant's accuracy and speed.

TG-WEB

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See also https://www.humanage.co.jp/service/assessment/service/tg_web.html

　　TG-WEB is an aptitude test that measures verbal, non-verbal, and personality aptitude. Although it is not well known yet, it is more difficult than SPI and Tamatebako, and companies are increasingly introducing it.

In the non-verbal field, the questions are different in color from the other examinations, as the questions are like deciphering a code.
Basically, TG-WEB does not have a written test, but allows applicants to take the test on the web and at the test center.

 learningBOX

See also https://learningbox.online/

The learningBOX can determine the characteristics and knowledge level of the examineesDiagnostic test creation functionThere are feature that you can flexibly prepare your own questions that are appropriate and tailored to the skills and abilities required for the position you are seeking.

Based on the results of the analysis, you will be able to take appropriate actions according to the aptitudes and abilities of the examinees. It can also be used as a reference for hiring decisions.

In addition to creating diagnostic tests, you can also manage test administration and results.

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Points to keep in mind when conducting aptitude tests

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Using aptitude tests in employment testing will provide useful data for recruiting. Here are some points to keep in mind when conducting external aptitude tests.

Focus on reliability

When implementing an external aptitude test, check the reliability of the aptitude test. Even if you can introduce an aptitude test at a low cost, it will not be fully effective if it is unreliable.

Specifically, you can confirm the reliability of the system by looking at the track record of the system, such as "which companies have introduced the system" and "how many examinees per year".

Confirm that it is in line with your company's needs

Next, understand whether it is in line with your company's needs. It is important to use the information obtained from the aptitude test in situations other than recruitment. Correct implementation will make it easier to evaluate, assign, and train employees after hiring.

If it is difficult to find out, look at actual case studies. If there are case studies of other companies in the same industry, you can say that this is an aptitude test that will meet your company's needs as well.

Don't take the test results for granted.

Aptitude tests can be helpful in hiring, but don't focus too much on the results alone. The results may vary depending on the applicant's physical condition and condition. Even if the results are not good, you may find that some employees will perform well after joining the company.

It is important to understand and recognize that the aptitude test is only one part of the hiring process, and it is also important to take into account the impression you made during the interview and the content of the application documents.

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Summary

We have presented the various types of employment examinations. Many of the employment tests, both written and web-based, have both advantages and disadvantages. Be sure to incorporate the ability and aptitude tests that are most appropriate for your company.

E-learning systems we offer"learningBOX.is recommended not only for its diagnostic test creation function, but also for its ability to utilize functions such as creating questions, scoring, and managing scores for employment tests.
If you are considering implementing a web-based recruitment test, please use our learningBOX first.Try it for freePlease.
　

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What are the tips and benefits?

For those who want to know how to create an aptitude test that can measure the data they are looking for, we introduce how to create an aptitude test that suits your company, tips for implementing an aptitude test, and services for creating original aptitude tests. If you are having trouble with your recruitment activities or personnel evaluation, please take a look!

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