While most organizations still rely on traditional methods such as räsumä screenings, job interviews, and psychometric tests to find the right people and match them with the right roles, three new approaches to talent identification are quickly gaining traction. Gamified assessments, digital interviews, and candidate data mining have the potential to make hiring more precise and less biased, as long as they're used responsibly.

Maybe you haven't had to take a test as part of a hiring process, but you probably will in your next job search. About 76% of organizations with more than 100 employees rely on assessments for external hiring, especially for senior positions. It helps to know what companies are measuring and the tools they're using. (1) Competence. Aptitude tests can evaluate skills, abilities, and potential. Some companies use situational judgment tests, which present scenarios that correspond to particular roles. (2) Work ethic. Self-report questionnaires can assess traits such as ambition and reliability. (3) Emotional intelligence. Psychological tests, scenario-based tests, and performance tasks can measure empathy, self-awareness, and emotional literacy. You can set yourself up for success by practicing, scheduling tests for the time of day when you're most focused and alert, and answering questions in a way that presents your best self. Tests aren't just for the employer's benefit. They can also reveal how things work in an organization and which traits matter most--invaluable information in any job search.