• Personality tests – allow you to determine personality predispositions, e.g. temperament or the ability to cope with stressful situations.
• Intelligence tests – determine the level of the so-called general intelligence, i.e., m.in. analytical skills, logical thinking, but also understanding of social situations.
• Knowledge tests – they check the candidate’s substantive knowledge related to the scope of duties in a given position, e.g. a person applying for the position of HR and payroll may receive a test on the knowledge of labour law.
• Aptitude tests – check key skills for a given position, e.g. using computer programs.
• Language tests – verify language skills and can be conducted in written and/or oral form at a location indicated by the employer or online.
• Numerical tests – are designed to assess the candidate’s mathematical and analytical skills, especially in positions that require daily work with data.
• Assessment Center (AC) – this is usually the next stage of the recruitment process to which selected candidates are qualified. AC is a time-consuming process that takes a day or two. During this time, candidates solve individual and group tasks. This technique allows for the verification of numerous competencies and behaviors of candidates.