Testing solutions help organizations identify the person(s) well-suited for a job, whether assessing external candidates or promoting from within the organization.

• Pre-employment Tests


• Certification Tests


• Off-the-Shelf Tests

pre-employment tests

Valtera specializes in pre-employment test design, development, and validation. Custom tests are tailored to meet the needs of a specific position within a specific organization making them excellent predictors of success on the job. Selection tests can be available in an online, unproctored setting to candidates all across the globe, or selection tests can be delivered using an online or paper and pencil format in a controlled, proctored setting at your organization or ours.

If you do not require a custom selection test, please read "Off-the-Shelf Tests" on this page to learn about standard tests offered by Valtera.

certification tests

Valtera test design services include the design and development of custom certification tests for any content domain. Valtera's online testing platform, SelectionSage®, supports high-stakes and certification testing in a proctored environment. SelectionSage® offers a level of security that exceeds most other options.

off-the-shelf tests

Valtera offers selection tests and test batteries that focus on general skills and abilities. Valtera also offers selection tests and test batteries that focus on skills and abilities specific to a position or industry.

Workplace Attitude and Behavior Inventory
Mechanical Aptitude Assessment
First Line Supervisor Battery
Bank Teller Assessment
Customer Service Battery
Sales Battery
General Skills Tests

Workplace Attitude and Behavior Inventory

The Workplace Attitude and Behavior Inventory (WABI) measures personal characteristics and work styles related to safe and effective job performance. For jobs that require vehicle operation, the assessment also includes a scale for safe driving behavior. The assessment has been used in mid- to large-sized companies across multiple industries and countries.

The WABI has undergone several large-scale validation studies and is proven to improve the probability of hiring safe and effective employees. Research with clients has shown significant reductions in accidents, injuries, and turnover when the assessment is implemented in an organization. Reducing the number of workplace accidents can result in significant cost savings to your organization.

Mechanical Aptitude Assessment

The Mechanical Aptitude Assessment (MAA) identifies applicants who are more likely to perform successfully in jobs such as refinery operator, plant machine operator, utility worker, and process technician. The assessment has been used in mid- to large-sized companies across multiple industries and countries.

The MAA improves the probability of hiring employees with a basic level of mechanical ability, based on several large-scale validation studies. Employees with a basic level of mechanical ability are more likely to use proper tools and equipment for work tasks, more likely to diagnose equipment problems, and less likely to attempt dangerous or costly actions that should be performed by a trained mechanic. Screening out applicants who are unable to understand the bigger picture of equipment operations and processes can result in significant cost savings to your organization.

First Line Supervisor Battery

The First-Line Supervisor (FLS) Battery identifies individuals who are likely to be successful supervisors in a variety of organizational settings. The FLS Battery measures the skills and abilities that are required to perform supervisory tasks such as planning and organizing the work of employees, monitoring the work of employees to ensure accomplishment of short- and long-term objectives, coaching employees and providing feedback, hiring employees to appropriately staff the organization, developing and monitoring budgets to ensure compliance, and motivating employees and maintaining morale. These skills include cognitive abilities such as critical thinking, problem solving, and the quick acquisition of new knowledge; personality characteristics related to work environments; interpersonal skills; and management skills including planning, organizing, and prioritizing.

The FLS Battery has been validated and used to hire first line supervisors in several settings. Research indicates that candidates with higher scores on the FLS Battery are likely to be rated as better supervisors and supervise more productive work groups. An organization with better supervisors will have positive outcomes such as higher levels of productivity, fewer errors, and lower turnover.

Bank Teller Battery

The Bank Teller (BT) Battery identifies individuals who are likely to be successful employees who will remain on the job for longer periods of time. The BT Battery measures skills and abilities that are necessary to perform tasks associated with teller jobs such as interacting with customers, handling money, and balancing cash drawers. These skills and abilities include service orientation, interpersonal skills, detail orientation, math skills, and problem solving skills.

The BT Battery has been successfully validated and used to select tellers. Tellers with higher scores are fast and accurate as they respond to customer requests and create a customer-focused atmosphere. Tellers who remain on the job result in significant cost savings associated with replacement hiring and training.

Customer Service Battery

The Customer Service (CS) Battery identifies individuals who are likely to be successful customer service representatives and likely to remain on the job for longer periods of time. Tasks such as communicating with customers, tracking customer orders, responding to customer questions, solving customers’ problems, and providing information to other employees are critical for success in many customer service representative positions. The CS Battery measures the skills and abilities necessary to be successful at these tasks, including service orientation and interpersonal skills, and cognitive skills such as mathematical, problem solving, and planning and organizing skills.

Sales Battery

The Sales Battery identifies individuals who are likely to be high-performing sales employees who affect the bottom line by promoting and selling products or services to customers. Employees in sales positions must be able to perform a number of tasks including identifying customers’ needs, communicating persuasively with customers, responding to customer questions, and following up with customers to ensure they are satisfied. To be successful, employees in sales positions need a variety of skills and abilities including personality characteristics such as service orientation and interpersonal skills, and cognitive skills such as reasoning, problem solving, and decision-making skills.

Valtera’s Sales Battery has been validated and used in several organizations to select salespeople. This battery will help identify individuals who have the skills and abilities to be effective salespeople.

General Skills Tests

In addition, we offer off-the-shelf tests that may be used alone or in combination with others to create a battery tailored to a client’s specific setting and needs.