The two types of‘employment tests’are: 

(i) Proficiency Tests: 

1. Achievement Tests: Achievement tests measure the skills and knowledge which the candidate already possesses at the time of testing. These tests help to determine whether the claims made by the candidate about his knowledge and skills are correct or not. The candidate is asked to perform the job and his actual test performance indicates his proficffency. 

2. Dexterity Tests: These tests are designed to ascertain how swiftly and efficiently a candidate-uses his bands, fingers, eyes and other parts of the body. These tests sure useful for judging candidates for a job which requires use of different parts of the body in a coordinated manner. 

3. Intelligence Tests: These tests measure a person’s capacity for listening and comprehension in terms of his vocabulary, mental alertness, memory, reasoning etc. An applicant’s intelligence quotient (IQ) can be judged through intelligence tests. 

(ii) Aptitude Tests: Aptitude means an individual’s potential for learning the skills required for a job. Aptitude tests measure a candidate’s capacity and his potential for development. 

1. Personality Tests: Personality tests are designed to judge the emotional balance, temperament and maturity of a candidate. They reveal the ability of an aplicant to adjust to new situations and new persons. They are helpful for selecting persons for managerial jobs. 

2. Interest Tests: These tests are aimed at assessing the type of work in whcih a candidate shows special interest and involvement. The type of jobs which will be satisfying to the employees can be identified with the help of interest tests.