{"id":88442,"date":"2022-06-17T11:00:02","date_gmt":"2022-06-17T02:00:02","guid":{"rendered":"https:\/\/learningbox.online\/?p=88442"},"modified":"2023-06-02T15:52:50","modified_gmt":"2023-06-02T06:52:50","slug":"blog-diversification-recruitment-test-kinds","status":"publish","type":"post","link":"https:\/\/learningbox.online\/en\/column\/blog-diversification-recruitment-test-kinds\/","title":{"rendered":"Diversified recruitment tests and web tests, what types are there?"},"content":{"rendered":"

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.<\/p>\n\n\n\n

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.<\/p>\n\n\n\n

<\/div>\n\n\n\n

Types of Employment Examinations<\/h2>\n\n\n\n
\"image\"\/<\/figure>\n\n\n\n

There are three main types of employment examinations conducted by companies<\/p>\n\n\n\n

Recruitment Exam<\/h3>\n\n\n\n

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.<\/p>\n\n\n\n

If the company is mainly technical or professional, it is likely to require a specialized test related to that field.<\/p>\n\n\n\n

Personality Test<\/h3>\n\n\n\n

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.<\/p>\n\n\n\n

interview<\/h3>\n\n\n\n

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.<\/p>\n\n\n\nBack to Contents<\/a>\n\n\n\n

Patterns of Employment Examination Introduction<\/h2>\n\n\n\n
\"image\"\/<\/figure>\n\n\n\n

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.<\/p>\n\n\n\n

written employment examination<\/h3>\n\n\n\n

First, let's look at the advantages and disadvantages of the written employment test.<\/p>\n\n\n\n

Advantages of Introducing a Written Employment Test<\/h4>\n\n\n\n

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.<\/p>\n\n\n\n

Also, setting the venue and time will make it easier to supervise the exam and prevent fraud.<\/p>\n\n\n\n

Disadvantages of introducing a written employment test<\/h4>\n\n\n\n

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.<\/p>\n\n\n\n

In addition to the cost of preparing the question paper, there may be additional service and storage fees if transportation is required.<\/p>\n\n\n\n

Web Adoption Examination<\/h3>\n\n\n\n

Next, let's look at the advantages and disadvantages of the Web-based employment examination.<\/p>\n\n\n\n

Advantages of Introducing Web-based Recruitment Tests<\/h4>\n\n\n\n

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.<\/p>\n\n\n\n

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.<\/p>\n\n\n\n

Disadvantages of Introducing Web-based Recruitment Tests<\/h4>\n\n\n\n

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.<\/p>\n\n\n\n

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.<\/p>\n\n\n\nBack to Contents<\/a>\n\n\n\n

Types of Web Tests<\/h2>\n\n\n\n

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