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It explains what each assessment measures, why structured interviews are highly predictive, and how to combine assessments to produce consistent, objective, data-driven hiring decisions. Practical tips include pairing aptitude with personality, ensuring assessments remain job-related, customizing reports for roles and job families, and keeping total assessment time under 40–45 minutes, with staggered testing when needed.",{"@graph":69,"@context":122},[70,84,105],{"@type":71,"itemListElement":72},"BreadcrumbList",[73,77,79,82],{"item":74,"name":75,"@type":76,"position":8},"https://docshare.wps.com","Home","ListItem",{"item":78,"name":9,"@type":76,"position":14},"https://docshare.wps.com/document/",{"item":80,"name":20,"@type":76,"position":81},"https://docshare.wps.com/document/exam/",3,{"item":83,"name":65,"@type":76,"position":19},"https://docshare.wps.com/document/criteria-assessmentguide-assessmenttypes-types-of-assessments-assessment-selection-guide/460606/",{"url":83,"name":65,"@type":85,"image":86,"author":91,"headline":65,"publisher":94,"fileFormat":97,"inLanguage":63,"description":67,"dateModified":98,"datePublished":99,"encodingFormat":97,"isAccessibleForFree":100,"interactionStatistic":101},"DigitalDocument",{"url":87,"@type":88,"width":89,"height":90},"https://docshare.wps.com/thumbnails/criteria-assessmentguide-assessmenttypes-types-of-assessments-assessment-selection-guide/460606.png","ImageObject",300,407,{"name":92,"@type":93},"Patrick","Person",{"url":74,"name":95,"@type":96},"DocShare","Organization","application/pdf","2026-10-23","2026-09-30",true,{"@type":102,"interactionType":103,"userInteractionCount":24},"InteractionCounter",{"@type":104},"ViewAction",{"@type":106,"mainEntity":107},"FAQPage",[108,114,118],{"name":109,"@type":110,"acceptedAnswer":111},"What do aptitude assessments measure?","Question",{"text":112,"@type":113},"Aptitude assessments evaluate critical thinking, problem-solving capability, and learning ability. They focus on whether a candidate can do the job and how they learn.","Answer",{"name":115,"@type":110,"acceptedAnswer":116},"How do personality, emotional intelligence, and risk assessments differ?",{"text":117,"@type":113},"Personality assessments measure job fit through behavioral traits and competencies. Emotional intelligence assessments measure the ability to interpret and manage emotions, while risk assessments predict whether candidates will follow rules and support safe work practices.",{"name":119,"@type":110,"acceptedAnswer":120},"How should organizations choose and combine assessments?",{"text":121,"@type":113},"Pair aptitude with personality for a well-rounded view, then add skills, emotional intelligence, and risk as needed. Keep assessment time under 40–45 minutes, use structured interviews to strengthen talent signals, and ensure assessments are job-related.","https://schema.org",{"og:url":83,"og:type":124,"og:title":65,"og:site_name":95,"og:description":67},"article",{"robots":126,"canonical":83},"index,follow",{"doc_id":128,"site_id":62},460606,1791046867,{"code":4,"msg":5,"data":131},{"doc_id":128,"user_id":132,"nickname":92,"user_avatar":133,"doc_module":4,"category_id":19,"category_name":20,"doc_title":65,"doc_description":67,"doc_content":134,"file_id":135,"file_url":136,"file_type":137,"file_size":138,"view_count":24,"is_deleted":4,"is_public":8,"is_downloadable":8,"audit_status":8,"page_count":52,"language":139,"language_code":63,"site_id":62,"html_lang":63,"table_of_contents":140,"faqs":141,"seo_title":142,"seo_description":67,"update_tm":143,"read_time":144},549758146520,"https://ap-avatar.wpscdn.com/avatar/80002397d8c0411e94?_k=1775819394049821470","Types of Assessments  \nOur assessments are designed to help you learn more about your candidates.  \nAptitude: Can the person do the job? Aptitude assessments measure critical thinking, problem-solving capability, and learning ability. Research shows that cognitive aptitude is one of the most accurate predictors of job performance.  \n\n| | Personality: Will the person be comfortable in the job? Personality assessments measure job fit based on a candidate’s behavioral traits and competencies. |\n| --- | --- |\n| | Emotional Intelligence: Can the person perceive, understand and manage emotions? Emotional intelligence assessments measure the ability to interpret emotional information, and manage their own and others’ emotions effectively. |\n| | Risk: How likely is the person to take risks on the job? Risk assessments predict whether candidates will follow rules, support safe work practices, and be reliable, conscientious employees. |\n| | Skills: What skills or competencies does the person have right now? Skills assessments measure acquired knowledge that the candidate has already developed. This measures current competencies, not the ability to learn new skills or to adapt over time. |\n\nInterviewing: What skills and experience does the candidate have? Structured interviews are one of the most predictive types of assessments. They ensure every candidate has the same experience to mitigate bias and support objective, data-driven hiring decisions.  \nSelecting the Right Combination of Assessments  \nEvery organization has unique needs, but we can offer a few basic tips for how to select the right assessments for your roles.  \nTip \\#1: We typically recommend pairing an aptitude assessment with a  \npersonality assessment to get a well-rounded view of each candidate. Skills, emotional intelligence, and risk assessments can be added as needed depending on the role.  \nDo not be surprised if you find yourself choosing the same tests for multiple jobs – this is very common practice. The most important thing to keep in mind when selecting tests is to make sure they are assessing qualities that are job-related. For example, our most popular assessments, the CCAT and EPP, measure qualities that are universally relevant to nearly all jobs. If those assessments are right for your role, you can customize the reports to fit the profiles for specific positions or job families.  \nTip \\#2: Try to keep the total assessment time under 40-45 minutes. Our data  \nshows that most candidates are perfectly willing to take assessments for up to 45 minutes, but after that threshold, you may start to see some candidate drop-off. If more testing is necessary, you can stagger the tests at different stages of the hiring process.  \nTip \\#3: Get a stronger talent signal by adding structured interviews alongside  \nassessments to make better, more informed talent decisions.  \nStructured video interviews create consistency in your screening process and ensure you compare candidates fairly by assessing them with a clear, standardized, and objective rating system.  \nAptitude Assessments  \nCriteria Cognitive Aptitude Test (CCAT)–50 questions in 15 minutes  \nHigh level aptitude assessment that measures critical thinking, problem solving, and learning ability through math, verbal, and spatial reasoning questions.  \nCan someone do the job for high level positions?  \n• Common Use: Used for high level roles that require or prefer a college education.  \n• Notes: For an easier version that is more suitable for entry level roles or roles that do not require a college education, see the Criteria Basic Skills Test (CBST) in the Skills section. Do not pair the CCAT with the CBST, Universal Cognitive Aptitude Test (UCAT), or Cognify, as the information will be redundant.  \n• Example Positions: Project Managers, Supervisors, Accountants, Sales Engineers  \nUniversal Cognitive Aptitude Test (UCAT)– 40 questions in 20 minutes  \nHigh level aptitude assessment that measures critical thinking an","cbCaitS2nnbBXGtT","https://ap.wps.com/l/cbCaitS2nnbBXGtT","pdf",331512,"English","# Types of Assessments\n## Aptitude\n## Interviewing\n# Selecting the Right Combination of Assessments\n## Tip #1\n## Tip #2\n## Tip #3\n# Aptitude Assessments","[{\"question\":\"What do aptitude assessments measure?\",\"answer\":\"Aptitude assessments evaluate critical thinking, problem-solving capability, and learning ability. They focus on whether a candidate can do the job and how they learn.\"},{\"question\":\"How do personality, emotional intelligence, and risk assessments differ?\",\"answer\":\"Personality assessments measure job fit through behavioral traits and competencies. Emotional intelligence assessments measure the ability to interpret and manage emotions, while risk assessments predict whether candidates will follow rules and support safe work practices.\"},{\"question\":\"How should organizations choose and combine assessments?\",\"answer\":\"Pair aptitude with personality for a well-rounded view, then add skills, emotional intelligence, and risk as needed. Keep assessment time under 40–45 minutes, use structured interviews to strengthen talent signals, and ensure assessments are job-related.\"}]","Criteria-AssessmentGuide-AssessmentTypes - Types of Assessments - Assessment Selection Guide | PDF",1790758874,25]