There are many reasons organizations use assessment tests during pre-employment process:

• The competition for positions at the company is very high since a lot of graduates from colleges and universities as well as people who completed specialized training programs are applying for the jobs
• Organizations are always trying to select the best candidates and include multiple assessments during the hiring process to ensure the strongest candidates are hired for the job.
• There is a strong focus on training and retaining staff, so company also uses assessment tests to look for talented and ambitious people who are planning for long-term careers in the industry

Below are the typical tests used by companies during pre-employment process:

• Cognitive Ability Tests: These tests assess a candidate's problem-solving and critical thinking skills. They may include questions on math, logic, spatial reasoning, and other skills relevant to the job.
• Technology Test: Based on the specific job requirements, candidate might be tested for knowledge of Excel, Word, PowerPoint, OneNote or other software required to succeed on the job
• Personality Tests: These tests assess a candidate's personality traits and characteristics, such as communication style, work preferences, and leadership style. Personality tests are often used to evaluate fit for a particular work culture or team.
• Emotional Intelligence Tests: These tests assess a candidate's ability to recognize and manage their own emotions and the emotions of others. They may include questions on empathy, self-awareness, and social skills.
• Behavioral Tests: These tests evaluate a candidate's past behavior and decision-making in different work-related scenarios. They may include questions on conflict resolution, decision-making, and teamwork.
• Skills Tests: These tests assess a candidate's technical or job-related skills, such as communication, ability to assess risk, decision making skills, writing, or customer service. Skills tests may be administered online or in person and may be designed to evaluate candidates at different skill levels.
• Situational Judgement Tests: These tests assess a candidate's ability to make decisions in hypothetical work situations. They may include questions on problem-solving, customer service, and other scenarios relevant to the job.

If you are applying for one of the jobs below there is a very high chance that you will have to complete an assessment test as part of your hiring process:

• Insurance Agent/Broker: An insurance agent is someone who sells insurance policies to people. Being an insurance agent may be a good job for you if you like to meet and talk with people. Insurance agents and brokers are responsible for selling insurance policies to individuals or businesses. They must have knowledge of various insurance products, as well as the ability to assess clients' needs and recommend appropriate coverage. They may work for a single insurance company as a captive agent or broker, or for multiple companies as an independent agent or broker.
• Insurance Underwriter: An underwriter is a person who makes policy issuance decisions. For instance, if a car is no longer running or car is dented, an underwriter most likely will recommend not to insure it (not issue a policy for a vehicle). An underwriter also determines how much the company should charge for insurance premiums paid. Underwriters are responsible for evaluating insurance applications and determining whether to approve or deny coverage. They assess risk factors such as age, health, and lifestyle, and use statistical models to determine the likelihood of a claim. Underwriters also set the premium rates for policies and make decisions on policy renewals and cancellations.
• Insurance Appraiser: An insurance appraiser examines property and possessions that clients want to insure to determine their value. Insurance appraisers can also use the information they collect to determine the cost of any damages or loss a client experiences. An insurance appraiser can also work closely with a claims adjuster to find an item's final value.
• Insurance Claims Adjuster: Claims adjusters investigate insurance claims to determine the extent of damage or loss and determine the appropriate compensation. They communicate with policyholders, witnesses, and other experts to gather information, evaluate the validity of claims, and negotiate settlements. Adjusters may work for insurance companies or as independent contractors.
• Insurance Actuary: An insurance actuary is a person who helps insurance companies assess the risk to calculate how much money to charge for insurance. Insurance actuaries help insurance companies design plans they offer clients by determining the cost of potential risks that might arise. Actuaries use mathematical models to assess risk and calculate insurance premiums. They analyze data to predict the likelihood of future events, such as accidents or natural disasters, and determine the financial impact of these events. Actuaries work for insurance companies, consulting firms, and government agencies.
• Risk Manager: Risk managers are responsible for identifying potential risks and developing strategies to mitigate them. They work with insurance companies and other stakeholders to assess the likelihood of accidents or other events that could result in losses. Risk managers also develop and implement policies to reduce risks and minimize financial impact.
• Insurance Marketing Manager: Marketing managers develop and implement marketing strategies to promote insurance products and services. They work closely with insurance agents and brokers to identify target markets, develop advertising campaigns, and build brand awareness. Marketing managers also analyze market trends and conduct market research to identify new opportunities.
• Insurance Claims Processor: An insurance claims processors work with people after their property has been damaged to processes clients' requests to receive compensation from insurance companies. Insurance Claim Representatives provide interview claimants to obtain information, verify facts and document losses. These professionals also provide customer service, maintain records and analyze coverage policies. Claims processors are responsible for processing insurance claims and ensuring that policyholders receive appropriate compensation. They review claims to determine the validity of the claim, calculate compensation, and communicate with policyholders to answer questions and provide updates on the status of their claims.
• Insurance Claims Investigator: An insurance claims investigator works for an insurance company to ensure customer requests for compensation are valid. They prevent fraud by examining suspicious claims and verifying facts by collaborating with private investigators. Claims investigators also analyze social media to detect suspicious client behavior.
• Insurance Specialist: An insurance specialist explains and interprets insurance plans. These professionals help entities choose the appropriate coverage based on their specific needs and understand their policies when making a claim is time. Insurance specialists may also play a role in evaluating and processing claims.
• Insurance Compliance Officer: Compliance officers ensure that insurance companies comply with legal and regulatory requirements. They monitor the company's activities, policies, and procedures to identify potential compliance issues, develop policies and procedures to ensure compliance, and communicate with regulators to ensure that the company is following all applicable laws and regulations.

To increase your chances of passing the test you can learn about the assessment test format. You can ask in advance how many questions are on the test and what kind of questions are there (multiple choice questions, true false, simulator questions etc.). You can also learn about he time required to complete the test.

TIP #1 – What are the Smartest Ways to Prepare for the Assessment Test?

• Identify the type of test you will be required to complete and practice by finding and taking as many tests as you possibly can
• A lot of time companies work with the assessment test providers. Find the provider your future employer might be using and research the types of tests and questions provider might be using
• Some assessment test providers help you prepare for the test and might offer practice test: find their web site and use their materials to get ready.
• When practicing the test simulate real test conditions: set a time time constraint – when practicing sample questions, be sure to give yourself between 30 seconds to one minute to solve each question.
• Learn from your mistakes: don’t just skim through the answers and explanations but try to understand the patterns and rationale for the explained answers to make sure you will not make similar mistakes in the future.

TIP #2 – Best Practices from the Test Day:

• If possible, try to schedule test in the morning, when you have high levels of energy
• Get a good sleep before the test.
• Do not take a test if you are tired
• Read Question carefully (ideally more than once)
• Answer easy questions first (if you have a choice)
• This would allow you to leave harder questions for the end, but you will get easy answers in
• Validate your answer with more than one method (i.e. Common sense, Manual Calculations, Use Calculator etc.)

TIP #3 – How to Prepare and Pass Assessment Test:

• Be prepared for taking Assessment Test at Home: you might be monitored and timed during the test by provider using your laptop's camera to observe what you might be doing
• Anticipate questions based on the job position
• You can skip questions; however, most likely you will not be allowed to go back to them.
• Today most tests are administered online, but most test providers allow you to use pen and scratch paper. Some providers also allow you to use a calculator
• Research and practice before the test
• Reflect after the test and take notes right after the test. During your preparation sessions use these notes to get ready for next test
• Improve your skills in between tests by taking practice tests and timing yourself

Personality tests are used very frequently when hiring candidates, since by law, insurance companies are required to select only the best people with the highest integrity and leadership qualities. Below listed tests are frequently used to assess the candidate:

• Personality Assessment Tests are used during hiring process to determine candidate's ability to solve conflict situation, determine fit into the team, provide flexibility during interactions, and provide creative path forward that is win-win for everyone.
• The Caliper Assessment by Talogy, or Caliper Profile Test, is a popular pre-employment test evaluating cognitive abilities and personality traits related to leadership, interpersonal communication, decision-making, and time management.
• Hogan Assessments are a series of extremely common pre-employment tests which includes online Hogan practice tests for the common HPI and HBRI tests, and detailed guides for the Hogan personality tests (HPI+HDS).
• The PI Behavioral Assessment is a personality test in which you must create two lists of personality characteristics that describe you - one for how you believe you really are, and one for the way you think you are expected to act by others at work.
• GSF Test also known as Gallup’s Clifton StrengthsFinder Assessment helps to find your unique strengths, defined by GSF as a combo consisting of knowledge, skills, and talents.
• Leadership Assessment tests used as part of the employment process for various management positions, such as Directors, Executives, and CEOs.
• Korn Ferry's Leadership Assessments are designed to help your future employer pick only the best applicants with particular characteristics and personality traits. There are three Korn Ferry assessments you may take (Korn Ferry Assessment of Leadership Potential, Korn Ferry Four-Dimensional (KF4D) Executive Assessment, Korn Ferry viaEdge)
• The Occupational personality questionnaire (OPQ), aka the OPQ32 assessment is a complex trait-based personality test provided by SHL.
• Situational Judgment tests (SJT) include scenarios that depict situations that are likely to occur in different roles. If your hiring process includes an SJT test you came to the right place.

The best way to prepare for the test is to own preparation materials by downloading practice tests that match your needs. Unlike other cloud platforms we do not charge your recurring fees and allow your to download PDF, which you can use to get prepared for the assessment test. There is no shipment involved, as soon as payment is processed you can download the material in PDF format. Key

Advantages of downloading assessment tests in PDF format to get ready for the assessment test:

1. No recurring fees - you download the PDF file and only pay for preparation material once
2. 30 day Unconditional Money Back Guarantee (if you are not satisfied with the quality of the material for any reason, contact us and we will process the refund)
3. PDF Assessment Tests are accessible on all Platforms and in any web browser (Operating Systems: MAC, Windows, IOS, Android or Linux. PDF Files can be opened in any browsers: Chrome, Firefox, Edge etc. PDF format is also device and resolution independent)
4. PDF Assessment Tests are Searchable - you can use search features of your PDF reader to find specific question, tips, recommendation or text you might be looking for
5. You can make annotations inside downloaded PDF Assessment Tests (for example you can highlight questions, that might seem unclear, so you can come back and learn them later)