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2. Pre-hire assessment - Wikipedia

   en.wikipedia.org/wiki/Pre-hire_assessment

   A pre-hire assessment (or pre-employment assessment) is a test or questionnaire that candidates complete as part of the job application process. The use of a valid and expert assessment is an effective way to determine which applicants are the most qualified for a specific job based on their strengths and preferences.

3. Online employment screening test - Wikipedia

   en.wikipedia.org/wiki/Online_employment...

   Employment screening tests are typically forms or questionnaires composed of test or interview-type questions. The questions may be multiple choice, yes/no, rank-order or open-ended. The questions are used to gauge job applicants’ knowledge, skills, attitudes and/or personality before conducting a phone screening or in-person interview. [2]

4. Employment testing - Wikipedia

   en.wikipedia.org/wiki/Employment_testing

   Employment testing is the practice of administering written, oral, or other tests as a means of determining the suitability or desirability of a job applicant. The premise is that if scores on a test correlate with job performance, then it is economically useful for the employer to select employees based on scores from that test.

5. Individual psychological assessment - Wikipedia

   en.wikipedia.org/wiki/Individual_psychological...

   Individual psychological assessment (IPA) is a tool used by organizations to make decisions on employment. IPA allows employers to evaluate and maintain potential candidates for hiring, promotion, and development by using a series of job analysis instruments such as position analysis questionnaires (PAQ), occupational analysis inventory (OAI), and functional job analysis (FJA).

6. Employment integrity testing - Wikipedia

   en.wikipedia.org/wiki/Employment_integrity_testing

   Critics of integrity testing think 1) it is unfair to avoid hiring someone because they have a predisposition to do something that they might never do, 2) integrity tests can violate legal and ethical privacy standards, because some questions may not be related to specific duties of the job, and there is no protection for the illegal use of the ...

7. Personnel selection - Wikipedia

   en.wikipedia.org/wiki/Personnel_selection

   If the test accurately differentiates between the successful and unsuccessful workers using this test score cutoff then it is high on predictor validity. The selection ratio (SR), on the other hand is the number of job openings n divided by the number of job applicants N. This value will range between 0 and 1, reflecting the selectivity of the ...