Client Stories: What tests to use at different job levels

Test Partnership understands that different job levels require different approaches to assessment. Whether hiring for entry-level roles, mid-level professionals, or senior leadership positions, an effective hiring process must align with the skills, experience, and competencies required at each stage.

However, while job levels differ in complexity and responsibility, the same assessment can often be used across multiple levels, revealing different insights depending on context.

By leveraging scientifically validated assessments, Test Partnership ensures that organisations make data-driven, fair, and predictive hiring decisions tailored to each level of recruitment.

Hiring for early-career roles such as graduates, apprentices, and interns requires a focus on potential rather than experience. These candidates often lack a track record of professional achievements, making it essential to assess their ability to learn and develop.

How Test Partnership Helps:

• Cognitive ability tests to measure problem-solving, learning speed, and adaptability.
• Situational judgement tests to assess decision-making in workplace scenarios.
• Personality assessments to evaluate key behavioural traits relevant to workplace success.

As candidates progress to mid-level roles, experience and applied skills become more critical. Hiring decisions should balance both previous job performance and future potential.

How Test Partnership Helps:

• Role-specific skills tests to evaluate industry knowledge and technical capabilities.
• Behavioural assessments to measure competencies such as teamwork, resilience, and leadership potential.
• Situational judgement tests tailored to real-world challenges within a specific industry.

Hiring for leadership roles requires a deep understanding of strategic thinking, decision-making, and emotional intelligence. These positions have a significant impact on organisational direction, making effective assessment critical.

How Test Partnership Helps:

• Critical thinking tests to evaluate critical thinking and complex problem-solving.
• Behavioural assessments to assess management approaches and cultural fit.

While the complexity of job roles varies, many of the same assessments can be used across different levels of seniority. The key difference lies in the interpretation of results and the level of proficiency expected.

How Test Partnership Helps:

• Cognitive ability tests remain relevant across all levels, but for entry-level roles, they indicate learning potential, while for senior hires, they reflect problem-solving and decision-making under complexity.
• Situational judgement tests assess responses to workplace scenarios, with entry-level candidates being evaluated for adaptability and decision-making, while leaders are measured on strategic thinking and judgement.
• Situational judgement tests tailored to real-world challenges within a specific industry.
• Personality and behavioural assessments provide valuable insights across all levels, helping to determine cultural fit, leadership potential, and workplace preferences.

Test Partnership provides tailored assessments designed to meet the specific needs of different job levels. However, many assessments remain useful across different seniority levels, offering unique insights depending on context. By aligning assessment strategies with role-specific requirements and leveraging consistent testing frameworks, Test Partnership enables organisations to attract, evaluate, and retain top talent at every level.

For more information on how Test Partnership can optimise your hiring process, contact our team today.