The use of tests can help to compare the candidate with the requirements of the job in a fair and objective way.
Most candidates want to present themselves in a favourable light in the interview and as a consequence, may become nervous, or exaggerate or overact. It is therefore advisable to look for other sources of information to support the claims made by candidates in interviews. Examination or qualification certificates, or references may be useful sources, but the objectivity of references is often questioned. Selection tests or exercises can provide evidence of whether a candidate does display the required abilities.
Selection tests should not be used as an alternative to the interview, but only as a supplement to it. If they are to be used candidates must be given notice of the test information about the nature of the test and how long it will take an opportunity to let you know if they have special requirements (such as equipment, access requirements, or additional time to accommodate a disability). Tests can unfairly discriminate against people with certain disabilities and you are advised to contact the Disability Adviser if you have any questions before setting up or administering the test.
When tests are used notes and other documentation relating to the test must be kept with the interview notes for six months after the selection.