Achievement test: these tests are conducted when applicants claim to know something, as these tests are connected with what one has accomplished. These tests are more useful to measure the value of specific achievement, when an organization wishes to employ experienced candidates. These tests are classified into:
Job knowledge test: under this test, a candidate is tested in the knowledge of a particular job. For example, if a lecturer applies for the job of a senior lecturer in commerce, they may be tested in the job knowledge, where he is asked questions about accountancy principals, banking low and business management etc.
Work sample test: under this test, a portion of the actual work in given to the candidate as a test and the candidate are asked to do it. If a candidate applies for a post of lecturer in the management, he may be asked to deliver a lecturer on management information system as a work sample test. Thus the candidate's achievement in his career is tested regarding his knowledge about the job and actual work experience.
Situational test: this test evaluates a candidate in a similar real life situation. In this test, the candidate is asked either to cope with the situation or solve critical situations of the job.
Group discussion: this test is administered through group discussion approach to solve a problem under which actual letters, telephone and telegraphic are observed in the areas of initialling, leading, proposing valuable ideas, conciliating skills, oral communicating skills, coordinating and concluding skills.