1.

Intelligence Tests:
These tests are used to judge the mental capacity
of the applicants. They measure the individual
learning abilities, i.e., ability to catch or
understand instructions and also ability to make
decision and judgement.
There are many verbal as well as non-verbal
intelligence tests constructed by the psychologists
for different jobs. Intelligence tests are widely used
in the selection of personnel for almost every kind
of job from the unskilled to the skilled one.

2. Aptitude Tests:
Aptitude means the potential which an individual
has for learning the skills required to do a job
efficiently. Aptitude tests measure an applicant’s
capacity and his potential for development.
Aptitude tests are the most promising indices for
predicting candidate’s success.
There are two types of aptitude tests:
(a) Cognitive Test which measures mental and
intellectual aptitudes, and
(b) Motor Test which measures physical
dimensions such as manual dexterity or hand-eye
coordination.
3. Achievement Tests
Achievement tests measure what someone has learned.

Most of the tests we take in school are achievement

tests. They measure our “job knowledge” in areas like
economics, marketing, or human resources.
Achievement tests are also popular at work.

4. SITUATIONAL TEST

5.  Interest Tests:
Interest tests identify patterns of interests, i.e.,
areas in which the individual shows special
concern, fascination and involvement. These tests
will suggest what types of jobs may be satisfying to
the employees. Interest tests are more often used
for vocational guidance also. They help the
individuals in selecting occupations of their
interest.

6. Personality Tests
Motivation and interpersonal skills are also significant.
As one consultant put it, most people are hired based on
qualifications, but most are fired for nonperformance.
And nonperformance “is usually the result of personal
characteristics such as attitude, motivation, and
especially temperament.” It is a selection tool, and
personality tests have not been as useful as other types
of tests.

They are often characterized by low reliability and low

validity. Because some personality tests emphasize
subjective interpretation, the services of a qualified
psychologist are required.

7. Polygraph Tests (Honesty Test)

For many years, another means to verify background
information has been the polygraph or lie detector test.
One purpose of the polygraph was to confirm or refute
the information contained in the application blank.

The use of lie detectors for verifying information on the

application form can only be used for specific jobs, such
as police officers or federal agents, that typically require
a security clearance.

Honesty tests are the most frequently used

psychological tests in the industry. An individual’s
response to the test statements indicates the individual’s
attitudes towards theft, embezzlement, and dishonest
practices.
These honesty tests represent a valuable selection tool
for choosing employees who will occupy positions that
involve handling company money.

8. Graphology Tests
It has been said that an individual’s handwriting can
suggest the degree of energy, inhibitions, and
spontaneity to be found in the writer, disclosing
idiosyncrasies, quirks, traits, and elements of balance
and control from which many personality characteristics
can be inherited.

Although most scientists doubt the validity of

handwriting analysis, it is estimated that more than
3,000 U.S. organizations, including Ford, General Electric,
and the CIA, consult graphologists to supplement their
usual HRM procedures.