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Job Skills Aptitude Tests

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Basic Aptitude Tests

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Behavior & Personality Assessments

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Skills Tests

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Paper Pre-Employment Tests

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Skills Profiler Test

Skills Profiler Paper Test

T1066

Secure Your Competitive Business Advantage


The Skills Profiler is a skill assessment test that helps you identify job candidates who possess solid basic skills (mathematical, verbal and written) that can be successfully applied to a variety of situations and responsibilities. Their answers to the questions in this employment skills test determine how well they will be able to adapt to new challenges, solve problems, learn quickly and communicate clearly.


Download the manual for this test.

as low as $17.00
Light Industrial Skills Test

Light Industrial Skills Paper Test

T1866

Find Reliable Employees with this Aptitude Test


Our Light Industrial Skills Test (LIST) is unique among aptitude tests in that it measures an applicant’s skills based on the specific requirements of a light industrial workforce, as well as workplace attitudes - including attitudes toward illegal drug use.


Download the manual for this test.

as low as $21.00
Attention to Detail Test

Attention to Detail Paper Test

T0107

Attention to Detail Skills Test


The SkillSeries™ Attention to Detail Test contains 20 pairs of numbers, letters and names. Job applicants must examine each pair and decide whether the two items are exactly alike or different in some way.


This sophisticated exam was designed to screen applicants for jobs requiring individuals to verify two sets of information for jobs involving the proofing of numerical or text data.


Download the manual for all SkillSeries™ tests.

as low as $8.00
Workplace Math Skills Test

Workplace Math Skills Paper Test

T0110

Assess Job Applicants' Math Skills Before you Hire


The SkillSeries™ Math Test consists of 20 problems that require applicants to perform basic math functions such as addition, subtraction, multiplication, division and percentages. This expertly designed exam will screen applicants for jobs requiring the ability to understand and apply basic mathematical concepts correctly.


Download the manual for all SkillSeries™ tests.

as low as $8.00
Employment Test Can Do Attitude

Can-Do Attitude Paper Test

T0812

Discover if Candidates have a Positive, "Can-Do" Attitude


The attitude of your employees is as critical to the success of your business as the quality of your products. Positive employee morale promotes a better working environment, increases customer loyalty, and is repeatedly ranked as the most desirable trait by employers nationwide. The “Can-Do” Attitude employee personality test was developed as a simple and accurate way to identify valuable employees who will go the extra mile at work - with smiles on their faces. See more details...


Download the manual for this test.

as low as $17.00
Microsoft Excel Pre-Employment Test

Microsoft Excel Pre-Employment Test

T3042

Microsoft Excel Skills Test


Test remote or on-site applicants on their Microsoft Excel skills with an interactive employment test.


  • 2019 or 365 version available
  • Choose between a basic or intermediate level test
  • Testing website includes customizable email invitations and detailed reporting
  • No subscription or annual fee required - order only the tests you need (5 test minimum)
  • Get Free Test Validation with your purchase (a value of $50 - $125) to support EEOC best practices for removing discriminatory testing bias See more details...

as low as $20.00
Workplace Essentials Profile Test

Workplace Essentials Profile Paper Test

T0025

Measure Essential Skills and Reliability


The people you hire represent your company; that’s why it is so important to use employment screening tests to ensure that prospective employees have a grasp on essential workplace skills and are ready to show up for work each day with a desire to do their best. The Workplace Essentials Profile test is your best option.

 

Download the manual for this test.

as low as $21.00
HR Assessments Clerical Skills Paper Test

Clerical Skills Paper Test

T0864

Clerical Skills Test Measures Writing, Math and Reading Skills


Studies by the American Management Association indicate that more than a third of job applicants tested lacked sufficient reading and mathematical skills to perform the jobs they sought. That’s why it is so important to use an employment skills test to measure the ability of your employees to read instructions, write and analyze reports, and calculations.


Download the manual for this test.

as low as $17.00
Microsoft Word Pre-Employment Test

Microsoft Word Pre-Employment Test

T3045

Test remote or on-site applicants on their Microsoft Word skills with an interactive employment test.


  • 2019 or 365 version available
  • Choose between a basic or intermediate level test
  • Testing website includes customizable email invitations and detailed reporting
  • No subscription or annual fee required – order only the tests you need (5 test minimum)
  • Get Free Test Validation with your purchase (a value of $50 - $125) to support EEOC best practices for removing discriminatory testing bias See more details...

as low as $20.00
Mechanical Ability Test

Mechanical Ability Paper Test

T0070

Hire the Most Productive, Safety-Conscious Workers


If you're looking to fill a position that involves mechanical or equipment repair, general building maintenance, knowledge of tools and/or general mechanical concepts, you can't afford to hire an unskilled or unsafe employee. Not only is an unskilled employee a drain on productivity, but he or she can quickly drive up your workers' comp rates with unsafe work practices


The Mechanical Ability Test (MAT) provides a reliable and objective measure of an individual's knowledge of general mechanical concepts. These include use of tools, reading rulers and gauges, proper lifting techniques, mechanical movements, assembly and electrical concepts.


Download the manual for this test.

as low as $17.00
Microsoft Outlook Pre-Employment Test

Microsoft Outlook Pre-Employment Test

T3043

Test Applicants on their Microsoft Outlook Skills


Test remote or on-site applicants on their Microsoft Outlook skills with an interactive employment test.


  • 2019 or 365 version available
  • Testing website includes customizable email invitations and detailed reporting
  • No subscription or annual fee required – order only the tests you need (5 test minimum)
  • Get Free Test Validation with your purchase (a value of $50 - $125) to support EEOC best practices for removing discriminatory testing bias See more details...

as low as $20.00
Microsoft PowerPoint Pre-Employment Test

Microsoft PowerPoint Pre-Employment Test

T3044

Test Applicants on their Microsoft PowerPoint Skills 


Test remote or on-site applicants on their Microsoft PowerPoint skills with an interactive employment test.


  • 2019 or 365 version available
  • Testing website includes customizable email invitations and detailed reporting
  • No subscription or annual fee required – order only the tests you need (5 test minimum)
  • Get Free Test Validation with your purchase (a value of $50 - $125) to support EEOC best practices for removing discriminatory testing bias See more details...

as low as $20.00
Applicant Potential Test

Applicant Potential Paper Test

T0065

Hire the Best Candidate by Measuring Potential


A professionally created pre-employment applicant test can mean the difference between hiring an applicant who sounds good and hiring one who can do the job. The Applicant Potential Test (APT), one of our most popular job aptitude tests, accurately and objectively identifies effective problem solvers, top performers and quick learners while eliminating those who lack the thinking skills needed to do the job right.


Download the manual for this test.

as low as $17.00
Can-Do Attitude Hiring Assessment

Can-Do Attitude Hiring Assessment

T9819

A positive “can-do” attitude is critical to the success of your business


A positive “can-do” attitude is critical to the success of your business. This test was developed to identify candidates who will go the extra mile with a smile on their face.


  • Web-based test can be administered on-site or remotely
  • Testing website includes customizable email invitations and detailed reporting
  • No subscription or annual fee required – order only the tests you need (5 test minimum) see more details...


Leave A Review >

as low as $20.00
QuickBooks Online for Bookkeepers Pre-Employment Test

QuickBooks Online for Bookkeepers Pre-Employment Test

T3003

Quickbooks Skills Test


Ensure your candidate can navigate Intuit QuickBooks with this simple, multiple choice test.


  • Web-based test can be administered on-site or remotely
  • Testing website includes customizable email invitations and detailed reporting
  • No subscription or annual fee required – order only the tests you need (5 test minimum)
  • Get Free Test Validation with your purchase (a value of $50 - $125) to support EEOC best practices for removing discriminatory testing bias See more details...

as low as $15.75
Skills Profiler Hiring Test

Skills Profiler Hiring Test

T9828

Evaluate Writing, Math and More with the Skills Profiler Test


Assess candidates on many different skills such as writing, language, math, vocabulary and attention to details with this writing and multiple choice employment test.


  • Web-based tests can be administered on-site or remote
  • Testing website includes customizable email invitations and detailed reporting
  • No subscription or annual fee required – order only the tests you need (5 test minimum) see more details...


Leave A Review >

as low as $20.00

Employment and Job Skills Testing FAQs

How do I choose the right test for a role?

Employment tests should match the skills, traits and competencies needed for success in the position you’re hiring for.
Follow these steps to choose the right one:

1. Define the role by clearly identifying key responsibilities, required hard and soft skills, experience level and work environment (e.g., remote, team-based, high-pressure).

2. Identify the type of test(s) needed. Different roles call for different assessments. Common test or assessment types include cognitive ability, skills, personality, situational judgment, emotional intelligence and integrity.

3. Match the test to the job. For instance, an accounting role might require a QuickBooks or math test; a sales manager might benefit from a personality test and situational judgment test; a customer service agent may need a communication skills and personality assessment.

4. Confirm fairness and compliance. The test must be validated, non-discriminatory and compliant with EEOC and labor laws.

5. Pilot the test. Have current employees or a small candidate group take it to confirm relevance, clarity and predictive value.

Yes, employment skills tests are acceptable if they comply with federal requirements, primarily those enforced by the Equal Employment Opportunity Commission (EEOC). Tests must be:

  • Job-related: Measure skills or traits directly tied to job duties
  • Consistent with business necessity: Essential for safe and effective job performance
  • Non-discriminatory: Must not intentionally or unintentionally exclude protected groups (e.g., race, sex, age, disability, national origin)
  • Uniformly administered: All candidates for the same role should take the same test under similar conditions
  • Validated: Employers should validate tests using one of these EEOC-approved methods:
    • Content validation – reflects actual job tasks
    • Criterion-related validation – scores predict job performance
    • Construct validation – measures traits essential for success

Adhere to legal standards, sound validation practices and inclusive design principles to keep employment testing fair and unbiased.

  • Follow EEOC guidelines to prevent discrimination:
    • Tests must be job-related and consistent with business necessity
    • Avoid adverse impact (if a test disproportionately screens out a protected group, it must be justified by business need)
    • Provide reasonable accommodations for candidates with disabilities under the ADA
  • Use validated tests that accurately measure job-relevant skills and predict performance
  • Reduce bias by using non-verbal reasoning tests, involving diverse reviewers and conducting external validation studies
  • Keep testing consistent with the same instructions, environment and time limits for all candidates; structured scoring helps avoid subjective judgments
  • Monitor outcomes by regularly reviewing test data for exclusion patterns and adjusting as needed
  • Gather candidate feedback to identify barriers or bias you may not have noticed
  • Maintain documentation by keeping records of job analysis, validation studies, revisions and accommodations to support compliance and continuous improvement
Yes, when used properly, skills tests can lead to stronger, fairer and more efficient hiring decisions. Research shows they can:
  • Identify candidates who truly have the skills for the job, not just those with impressive resumes
  • Provide consistent, data-driven insights
  • Reduce unconscious bias and support fair hiring practices
  • Lower turnover and improve long-term performance and satisfaction
  • Streamline hiring by filtering out unqualified applicants early, saving time on interviews
  • Strengthen compliance and reduce legal risk by supporting fair, objective hiring
Yes. Using employment skills tests for internal promotions promotes fairness and helps ensure the right people advance. They can:
  • Base promotion decisions on proven skills — not tenure, popularity or personal opinion
  • Reduce favoritism and encourage transparency
  • Confirm readiness for new responsibilities
  • Identify training needs before a promotion is finalized
The timing depends on the purpose of the test. Skills or knowledge tests often work best early in the process to screen candidates efficiently, while personality or situational judgment tests may be more useful once you’ve narrowed down your pool. Whatever the timing, make sure all candidates for the same role are tested at the same stage to maintain fairness and consistency.
Review tests at least every one to two years or whenever job duties change significantly. Regular reviews help ensure the test still reflects the role’s current requirements and continues to produce reliable, unbiased results.
Yes. Even validated tests can lead to poor decisions if misinterpreted. Provide basic training on how to read score reports, integrate results with interviews and reference checks, and recognize the limits of what a test can measure. This promotes consistency and better hiring decisions.

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