Ability tests measure capacities such as numerical, verbal or abstract reasoning, usually under time limits, and compare each score against a relevant norm group. Personality questionnaires describe preferences and working style, such as how someone approaches risk or teamwork, and have no right or wrong answers. Situational judgement tests sit between the two, asking how a candidate would handle realistic work scenarios. Most are now taken online.
Well-designed tests can add consistent, comparable evidence, but only when what they measure is clearly linked to the job. Some ability tests show differences in average scores between groups, so results at each stage should be checked for adverse impact. Using tests alongside structured interviews and work samples, offering adjustments for disabled candidates and explaining the purpose to candidates all support fairer use.