Pre Employment Assessment Test Questions and Answers PDF: Pre-employment assessments have become a crucial part of the hiring process for many organizations. They help employers evaluate the suitability of candidates for specific roles and make informed hiring decisions.
Pre Employment Assessment Test Questions and Answers PDF
One key aspect of pre-employment assessments is the questions that are asked. In this article, we will discuss 100 pre-employment assessment questions with answers that can help organizations effectively evaluate job applicants and make informed hiring decisions.
Importance of Pre-Employment Assessment
Pre-employment assessments are valuable tools for employers as they help in predicting job performance and fit for a specific role. By using well-designed assessment questions, employers can assess various aspects of a candidate’s suitability, including personality traits, cognitive abilities, and skills. Pre-employment assessments provide valuable insights into a candidate’s capabilities, work style, and potential for success in the job. They also help organizations reduce hiring risks by identifying the best-fit candidates who are more likely to perform well in the role and contribute to the organization’s success.
Types of Pre-Employment Assessment Questions
There are various types of pre-employment assessment questions that can be used to evaluate different aspects of a candidate’s suitability for a specific role. Some common types of pre-employment assessment questions include:
- Personality Assessment Questions: These questions assess a candidate’s personality traits, such as extraversion, agreeableness, conscientiousness, emotional stability, and openness to experience. Example question: “How do you handle stress in the workplace?”
- Cognitive Ability Assessment Questions: These questions assess a candidate’s cognitive abilities, such as verbal reasoning, numerical reasoning, and logical reasoning. Example question: “What is the next number in the sequence: 2, 4, 6, 8, __?”
- Skills Assessment Questions: These questions assess a candidate’s skills and competencies relevant to the job. Example question: “What programming languages are you proficient in?”
How to Develop Effective Pre-Employment Assessment Questions
Developing effective pre-employment assessment questions requires careful consideration of the job requirements, the skills and competencies needed to perform the job successfully, and the organization’s culture and values. Here are some best practices for developing effective pre-employment assessment questions:
- Clearly define the job requirements: Before developing assessment questions, it is important to have a clear understanding of the job requirements and the skills and competencies needed to perform the job successfully. This will ensure that the assessment questions are relevant and aligned with the job.
- Use a combination of question types: A mix of different types of questions, such as personality, cognitive ability, and skills-based questions, can provide a well-rounded assessment of a candidate’s suitability for the job.
- Avoid biased or leading questions: Assessment questions should be unbiased and avoid leading the candidate to a particular response. This ensures that the assessment results are reliable and valid.
- Keep it specific and job-related: Assessment questions should be specific and directly related to the job requirements. Avoid generic questions that do not provide meaningful insights into a candidate’s suitability for the job.
- Test the questions thoroughly: Before using the assessment questions in a hiring process, it is important to thoroughly test them for validity and reliability. This can be done through pilot testing with a small group of candidates and gathering feedback to refine the questions and ensure they are effective in evaluating the desired attributes.
Best Practices for Administering Pre-Employment Assessments
Administering pre-employment assessments requires careful planning and execution to ensure accurate results. Here are some best practices for administering pre-employment assessments:
- Provide clear instructions: Candidates should be provided with clear instructions on how to complete the assessment, including the time limit, format, and any other relevant details. This helps in ensuring that candidates understand the assessment and can complete it accurately.
- Ensure a distraction-free environment: Candidates should be provided with a distraction-free environment to complete the assessment. This includes minimizing noise, interruptions, and other distractions that may affect the candidate’s concentration and performance.
- Maintain confidentiality and data privacy: Pre-employment assessments may collect personal information from candidates. It is important to maintain confidentiality and comply with data privacy regulations to protect the candidate’s privacy and ensure the assessment results are used only for hiring purposes.
- Use technology effectively: Many pre-employment assessments are conducted online using technology. It is important to use reliable and secure assessment platforms to administer the assessments and ensure accurate results.
- Follow legal guidelines: Pre-employment assessments are subject to legal guidelines, such as the Equal Employment Opportunity Commission (EEOC) guidelines in the United States. It is important to ensure that the assessment questions and results comply with these guidelines to avoid any legal issues.
Common Challenges and Solutions in Pre-Employment Assessments
While pre-employment assessments can provide valuable insights into a candidate’s suitability for a job, they may also face challenges that can affect their effectiveness. Here are some common challenges and solutions in pre-employment assessments:
- Bias in assessment questions: Assessment questions may unintentionally contain bias, such as gender, race, or age bias, which can result in unfair evaluation of candidates. To address this, it is important to carefully review and revise assessment questions to ensure they are free from any bias and provide equal opportunities for all candidates.
- Candidate dishonesty: Candidates may attempt to provide socially desirable answers or fake their responses in pre-employment assessments. To mitigate this, assessments can include validity checks, such as consistency checks or embedded integrity tests, to detect and flag dishonest responses.
- Interpretation of results: Interpreting assessment results can be complex, and employers may struggle with understanding the meaning of the scores and how they relate to the job requirements. Providing clear guidelines and training to hiring managers on interpreting assessment results can help overcome this challenge.
- Cost and time constraints: Developing and administering pre-employment assessments can be time-consuming and costly. To address this, organizations can use pre-designed assessment tools or partner with external assessment providers to save time and resources while ensuring effective assessments.
- Legal compliance: Pre-employment assessments are subject to various legal regulations, and organizations need to ensure compliance with these regulations to avoid legal risks. Consulting with legal experts and staying updated with the latest legal guidelines can help organizations navigate this challenge.
Sample Pre-Employment Assessment Questions with Answers
Here are some sample pre-employment assessment questions with answers that can help organizations assess various aspects of a candidate’s suitability for a job:
Personality Assessment Questions:
- “How do you handle conflicts in the workplace?” (H4) Answer: I believe in open communication and finding a mutually beneficial solution when conflicts arise. I try to understand different perspectives and work towards a resolution that maintains a positive work environment.
- “How do you handle stress in your work?” (H4) Answer: I prioritize tasks, set
- achievable goals, and manage my time effectively to minimize stress. I also practice self-care techniques, such as exercising and taking breaks, to stay mentally and physically healthy.
Cognitive Ability Assessment Questions:
- “If a train leaves Station A at 8:00 AM traveling at 60 mph and another train leaves Station B at 9:30 AM traveling at 80 mph, when and where will they meet?” (H4) Answer: The trains will meet at a distance of 90 miles from Station A, 1.5 hours after the second train departs from Station B, which is at 11:00 AM.
- “Which of the following sequences is not like the others? 1) Apple, 2) Orange, 3) Banana, 4) Carrot” (H4) Answer: Carrot, as it is a vegetable, while the other three options are fruits.
Job-Specific Skills Assessment Questions:
- “Describe your experience with programming languages such as Java, C++, or Python.” (H4) Answer: I have extensive experience with Java and Python, having worked on multiple projects utilizing these languages. I am proficient in object-oriented programming and have a strong understanding of data structures and algorithms.
- “How would you handle a difficult customer complaint in a customer service role?” (H4) Answer: I would actively listen to the customer, empathize with their concerns, and offer a solution or escalate the issue to a supervisor if necessary. I would strive to find a resolution that meets the customer’s needs while maintaining a professional and courteous demeanor.
Behavioral Assessment Questions:
- “Describe a situation where you faced a challenge in a team setting and how you resolved it.” (H4) Answer: In a previous team project, we faced a tight deadline and conflicting opinions on the approach. I facilitated a team discussion, encouraged open communication, and helped the team find a compromise that met the deadline and satisfied all team members.
- “Tell us about a time when you had to adapt to change in the workplace and how you handled it.” (H4) Answer: At my previous job, there was a major organizational restructuring that affected my role. I proactively sought feedback, adapted my skills, and embraced the change with a positive attitude. I took initiative to learn new processes and contributed to the team’s smooth transition during the change.
Ethical and Moral Judgment Assessment Questions:
- “You discover that a coworker has been stealing office supplies. What would you do and why?” (H4) Answer: I would report the incident to my manager or HR representative, as stealing is against company policy and unethical. I believe in maintaining integrity in the workplace and upholding the company’s values, and reporting the incident would be the right thing to do.
- “You come across confidential information about a competitor’s product strategy. What would you do and why?” (H4) Answer: I would not disclose or use the confidential information, as it would be unethical and against business ethics to gain an unfair advantage. I would report the incident to my manager or the appropriate authority, as maintaining confidentiality is crucial for building trust and maintaining ethical standards in the workplace.
In conclusion, pre-employment assessments are valuable tools for evaluating candidates’ suitability for a job by assessing their personality traits, cognitive abilities, job-specific skills, behavioral traits, and ethical judgment. By carefully designing, administering, and interpreting these assessments, organizations can make informed hiring decisions and improve the overall quality of their workforce. It is essential to follow best practices, ensure legal compliance, and continuously review and update assessment questions to maintain their effectiveness. By utilizing pre-employment assessments effectively, organizations can select the right candidates who are best fit for.
Here Are More Than 100 Pre Employment Assessment Test Questions and Answers PDF
Between which two months was there the smallest proportional increase or decrease in the mileage of Surveyor 1 in comparison to the previous month?
A) Months 1 and 2
B) Months 2 and 3
C) Months 3 and 4
D) Months 4 and 5
E) Cannot say
The correct answer is (D).
To determine the rate of increase or decrease between two months, use this formula:
|Mileage in the current month – Mileage in previous month| / Mileage in the previous month
Between months 1 and 2: |3,256 ― 2,675| / 2,675 = 0.217 = 21.7%
Between months 2 and 3: |1,890 ― 3,256| / 3,256 = 0.419 = 41.9%
Between months 3 and 4: |3,892 ― 1,890| / 1,890 = 1.059 = 105.9%
Between months 4 and 5: |3,401 ― 3,892| / 3,892 = 0.126 = 12.6%
The answer is Months 4 and 5.
Numerical reasoning tests may cover various skills, including financial analysis and data interpretation, currency conversion, percentages, ratios, number sequences and more.
To further improve your maths skills, try additional practice questions, and access the complete numerical reasoning practice course (tailored to the most common job assessments), visit our numerical reasoning practice page.
If the first two statements below are true, is the third statement true?
A) Mr. Brown’s rabbits are grey.
B) All grey creatures are kind.
C) Mr. Brown’s rabbits are unkind.
The final statement is not true.
Because Mr. Brown’s rabbits are grey and all grey creatures are kind, we can deduce that Mr. Brown’s rabbits are definitely kind.
Verbal skills are crucial for positions in management, law, economics, and other fields that require nuanced reading, writing and analysis of texts. To get additional thorough practice for these question types, which covers the most commonly used aptitude assessments, visit our verbal reasoning prep guide.
Look at the sequence of images. Then pick the image that goes with Z the same way that Y goes with X.
The correct answer is 3.
The relationship between figure X and figure Y is as follows:
1) The outer shape of figure Y is the same as the inner shape of figure X.
2) The format of the outer shape of figure Y (dotted line) has the same format as the outer shape of figure X.
3) The inner shape does not change.
The correct answer must have the same relationship with figure Z.
Answers 1, 4 and 5 can be eliminated as they show a change to the inner shape.
Answer 2 can be eliminated as the outer shape is in a different format than that of the outer shape in figure Z. In other words, the outer shape in figure Z has a solid line, so the outer shape of the correct answer must also have a solid line.
We are left with answer 3, which is the correct answer, as the outer shape takes on the form of the inner shape in figure Z, i.e. it becomes a circle, the format of the outer shape is the same format as that of figure Z (solid line), and the inner shape does not change.
On inductive reasoning tests, you’ll usually see diagrams and be asked to spot the logical pattern, possibly using verbal, abstract, and/or mechanical reasoning. Inductive reasoning tests are taken by job-seekers in all fields and at all levels. To try more sample questions and access the complete practice course for inductive reasoning aptitude tests, visit our in-depth guide.
A dress was initially marked at $150, and a pair of jeans were priced at $50. If Emily got a 40% discount off the dress and a 20% discount on the jeans, what was the total percentage she saved on her purchases?
To find the total percentage Emily saved, you need to divide the savings by the total pre-sale cost.
Saving on dress: $150 × 40% = $60
Saving on jeans: $50 × 20% = $10
Total savings: $60 + $10 = $70
Total pre-sale cost: $150 + $50 = $200
Total savings in percent: 70/200
Cancel both the numerator and denominator, by 2:
(70÷2)/(200÷2) = 35/100 = 35%
Cognitive ability tests are one the most common aptitude tests used today. These tests usually consist of numerical, verbal, abstract, and logical reasoning questions. To improve your skills in these areas and practise test-like questions, visit our cognitive ability prep guide.
Look at the two sets of shapes. Then determine whether a test shape belongs in Set A, Set B or neither.
The following test shape belongs to:
A) Set A
B) Set B
The correct answer is (A).
Set A: If the arrow points upwards, it crosses only the square. If it points to any other direction it crosses both the square and the triangle.
Set B: One type of shape (triangle, arrow, etc.) appears 3 times.
The test shape belongs to set A, since the arrow points upwards and crosses the square.
Abstract reasoning is highly correlated to cognitive aptitude. That’s why almost any cognitive aptitude test includes abstract questions. To improve your abstract reasoning skills and try realistic abstract practice tests from the most common tests, visit our abstract reasoning practice guide.
Spatial reasoning tests (or “spatial awareness tests”) can be challenging, especially since most candidates aren’t used to solving such questions and it requires some practice to master the solving techniques. To improve your solving skills, try more sample questions, and access the complete spatial reasoning practice course, visit our spatial reasoning prep guide.
Critical Thinking Test
Everyone who has been diagnosed with sleep apnoea has encountered a personal battle owing to the disease. For example, Vicki suffered from depression and lost her job, while Bill felt a strain on his marriage.
Proposed assumption: Vicki and Bill encountered a personal battle because they couldn’t come to terms with their disease.
A. Conclusion follows
B. Conclusion does not follow
The correct answer is B (Conclusion does not follow).
It is plausible that the reason people who suffer from sleep apnoea encounter a personal battle is because of an inability to come to terms with this disease. However, since the passage does not provide an actual reason, you cannot reach this conclusion without reasonable doubt.
Critical thinking tests can have up to 5 major sections or sub-tests that assess and measure various aspects. To ensure you know how to ace these sections and increase your chances of passing your upcoming aptitude test, visit our critical thinking test guide, which includes a free sample test and a full practice course.
A. = JLOO
B. = JJLO
C. = JJOL
D. = LOO
The correct answer is A.
The aim is to understand rule 3. To do so, first determine the rule for 2 and 1.
First, look at the – TI – TTI – section. Since TI becomes TTI when applying rule 2, this means that rule 2 commands you to duplicate the first letter. Since QPRG becomes QQPGR when applying rules 1 and 2, and we know that rule 2 commands you to duplicate the first letter, we can conclude that rule 1 commands you to swap the last two letters.
QPRG becomes QPRGG when applying both rules 3 and 1. We already know that rule 1 commands you to swap the last two letters. We can therefore conclude that rule 3 commands you to double the last letter (rule 1 doesn’t change the result, because the last letter is doubled first and then swapped).
Since rule 3 commands you to double the last letter, the last letter JLO becomes JLOO.
Some diagrammatic reasoning questions can be extremely challenging if you encounter them for the first time on your job aptitude test. To eliminate the element of surprise and ensure you know how to solve such questions quickly and accurately, visit our diagrammatic reasoning test guide, which includes practice tips and a full prep course.
Deductive Reasoning Test
Company spokesmen report exclusively to the PR manager, unless the company is small, in which case they report directly and exclusively to the CEO. When company spokesmen report to the CEO, they sleep well at night.
Conclusion: Only those who sleep well at night are company spokesmen who work in small companies.
A. Conclusion follows
B. Conclusion does not follow
Company spokesmen in big company = A, report exclusively to the PR manager = B, report directly and exclusively to the CEO = C, can sleep well at night = D.
According to the premises, (A -> B), (~A -> C), and (C -> D), which means (~A -> D).
The conclusion states (only D -> ~A).
Notice the conclusion is a manipulation of the combination of premises. Compare (~A -> D) to (only D -> ~A): two operations were used – transposing and adding the word only. According to the NOT Triangle, the meaning stays the same.
There are several common deductive reasoning question types you’ll likely see on your aptitude test, with the most common ones being syllogism (like the example question above) and seating arrangements. To learn how to answer such questions easily and increase your chances of acing the aptitude exam, visit our deductive reasoning test page, which includes more sample questions and a complete prep course.
Mechanical Reasoning Test
Which fisherman must pull his fishing rod harder to lift the caught fish?
C) Both have to apply equal force
D) There is not sufficient data
The correct answer is (A).
A lever is a long, rigid beam or bar used to lift heavy weights, allowing to apply less force for a longer distance in order to move a weight around a fixed pivot. A lever consists of three parts:
Fulcrum – the fixed point at which the lever pivots (usually marked as a triangle)
Load – load is the weight or resistance that is moved by the lever.
Effort arm – the amount of force required to the work, i.e., the force used to push down or pull up the lever to move the load.
There are 3 types of levers, classified according to the placement of the fulcrum, load and effort.
Class 1 – the fulcrum is located between the applied force and the load, e.g. a crowbar or a pair of scissors.
Class 2 – the load is situated between the fulcrum and the force, e.g. a nutcracker.
Class 3 – the force is applied between the fulcrum and the load, e.g. tweezers.
In this question, the fisherman rod is a class 3 lever in which the effort is between the fulcrum and the load. The fulcrum is the end of the fishing rod (the end without the fishing line), the load is the fish, and the effort is the force applied by the fisherman. It is the position of the effort required to lift the fish that changes between the two figures.
Since the work (or more precisely, torque) is constant, the longer the distance between the effort and the fulcrum, the easier it is to lift the load because the force required to do work is distributed over a longer distance.
Therefore, (A) is the correct answer, since, in this figure, the fisherman applies his effort at a shorter distance from the fulcrum and hence has to pull his fishing rod harder.
Most mechanical reasoning aptitude tests require a deep understanding of mechanical, electrical, and maintenance subjects. Some will also assess your spatial reasoning and math skills. To improve your skills and knowledge in these areas and enhance your chances of passing the test, visit our mechanical reasoning test page, which includes a free practice test, sample questions, and a full practice course.
Situational Judgment Test (SJT)
You manage a department that includes 10 employees who work with customers, and a supervisor. You notice that one of the employees is regularly late arriving in the morning.
What would you do?
A. Nothing. You trust the supervisor – she works closely with the team members and is probably aware of the situation and it’s under her control.
B. Talk to the employee next time you see him arrive late.
C. Ask the supervisor if she’s aware of this situation.
D. Tell the supervisor that she should pay more attention to her employees’ arriving hours, as it looks bad.
Best response: C
This question assesses your understanding of your position as a manager in terms of the chain of command. Be aware that different workplaces prefer different levels of managerial involvement versus keeping of the chain of command; we recommend that you read about your potential workplace and position before taking the test.
Response A is a “do nothing” response. This kind of response is passive and is rarely the best course of action. Although it may be likely that the supervisor is aware of the situation, you can’t assume it. This response fails to supervise employees’ performance.
Talking to the employee yourself (response B) ignores the supervisor’s authority and responsibility (chain of command). You want to take action, but not to undermine the supervisor.
In response C you take action which is appropriate for someone in your position – you bring the situation to the supervisor’s awareness and allow her to handle it as she sees fit. This is the best response in this situation.
In response D you reprimand your supervisor for the employee’s actions. You don’t trust the supervisor’s skills and judgment, and don’t provide her the authority to handle the situation her way, and don’t provide her a chance to explain her point of view – you don’t know if she is aware of the situation or if there are any special reasons for it (effective communication).
Situational Judgement Tests have become highly popular in recent years, and even huge employers, such as Amazon and Procter & Gamble, have started using them to screen their candidates. To get a better understanding of these aptitude tests, take a free sample test, and access the complete practice course, visit our SJT prep guide.
Pre-employment personality tests are one of the most common aptitude tests, even though they don’t assess your aptitude skills per se, but rather your personality traits and qualities. They come in various forms, but generally, they consist of statements about yourself that you must rate on a certain scale. These scales include 1 to 5 or 1 to 7 points, also known as the Likert Scale (i.e from “strongly disagree” to “strongly agree”) or “most like me/least like me” answer choices, known as the Ipsative Scale.
Examples for Each Personality Test Type:
- It is better to be polite and rule-obedient rather than carefree.
- When I am working from home, I plan a work schedule and adhere to it.
- I am the kind of person who sees the big picture, focusing less on the small details.
For each of the statements above, choose:
- Strongly Disagree
- Strongly Agree
And here are a few statements of the ‘Ipsative Scale’ type:
- I am comfortable with new acquaintances
- I am fearful before a job interview
- I aspire to be ‘Number One’
For each of the statements above, choose:
A. Most Like Me
B. Least Like Me
Almost any employer that uses pre-hire tests includes a type of personality assessment in its process. To ensure that you’ll be as prepared as possible for this part, visit our personality test page. It includes a free practice test, additional sample questions and a full preparation course that covers the most common personality assessments.
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