Candidate testing supplements the interview with a more objective verification of whether a person can handle the job. The most reliable form is usually a practical demonstration of work corresponding to real tasks – a short assignment, a case study, a demonstration of solving a typical problem. Professional tests are suitable where knowledge is measurable, personality questionnaires have supplementary value and should not decide selection on their own. It is important to keep the scope reasonable: demanding assignments without payment discourage good candidates who have other offers. The same assignment for all applicants and evaluation criteria set in advance reduce the influence of impressions and increase the defensibility of the decision. Test results are personal data, so they must be treated with the same caution as CVs.
See also: Selection process, AI in Recruitment, Job description.
