Auto Retail Test

Auto retail jobs include an array of different roles throughout the automotive industry, combining both mechanical and engineering knowledge, product specialisms, and sales ability in the candidates that are most successful.

  • About the auto retail test

    Recruiters who are hiring for roles in the auto retail industry are looking for candidates who can combine hands-on abilities with customer services skills and even sales flair, and selecting the right candidates from a pool of similarly qualified applicants can be a struggle.

    The auto retail tests are designed to find the candidates who not only have the knowledge to be successful, they also look at the inherent skills, aptitudes, abilities and traits that have been shown to mean success in the industry.

    These tests are useful in the early stages of the recruitment process, especially as there are not many direct qualifications that relate to the auto retail industry, and experience might not be the best criteria to judge a candidate on.

    With the auto retail test battery, recruiters are able to choose the most suitable candidates to take further in the recruitment process, based on their application of knowledge and their skills, with actionable, quantifiable, and reliable data from the results of the assessment. This makes the recruitment process much more efficient, and reduces the cost in both time and money to find the right person for the role.

Jump to a section on this page:

  1. About the auto retail test
  2. Benefits of the auto retail test
  3. Recommended tests for assessing auto retail skills
  4. Auto Retail Test FAQs

Identify the best candidates and hire faster

Our pre-employment tests let you drill down to the best candidates at the click of a button.

  • Find those candidates who will excel in the role.

    Select the assessments that match the skills or behaviours for the position. You can test for software or coding competency, soft skills like teamwork, or personality traits, to be sure those who pass have high potential.

  • Reduce costs and time.

    No more laborious sifting of resumes or cover letters. Pick your ideal assessment mix, invite your applicants to take them, see the results in your dashboard. Get to the interview stage fast.

  • Eliminate bias.

    All your candidates take the assessments on a level playing field. Only their results determine whether they get shortlisted.

  • Benefits of the auto retail test

    Finding the right person for a role in the auto retail industry is not just a case of choosing someone with relevant experience, or someone that is a mechanic - there are other skills that are necessary for success, and this is what using testing in the recruitment process can help with.

    In most cases, auto retail skills testing is best used just after the initial paper screening of CVs and application forms. Tests are delivered through a link in an email, and the candidate can take the test online wherever it is most convenient for them.

    Each test is designed to be fair and relevant, giving each applicant the same opportunity to demonstrate that they have the necessary skills and aptitudes to be successful. Tests are relatively short and most have multiple-choice options, which makes it much more simple for the applicants to complete the test.

    Recruiters can send tests to a large number of candidates at the same time, and then when the results are collated the team can pull together all of the data to choose the candidates who are most suitable according to their answers. For auto retail roles, this might include looking for candidates who have excellent mechanical knowledge and sales skills, or those who are excellent at negotiating and communicating.

    The auto retail tests are useful for recruiting into roles such as:

More Industry Tests

There are several different aptitudes, soft skills, and competencies that are needed for success in the auto retail industry, and with the right test battery recruiters and employers can identify the candidates who excel where they need to - making recruitment faster, more effective, and much less costly in the long run.

Emotional intelligence test

Emotional intelligence is up there with IQ in describing mental clarity and stability, and when recruiters are looking for someone that needs to deal with people in a positive way through negotiations and sales, using an emotional intelligence test will give some real insight.

In the emotional intelligence test, candidates are asked questions about different emotions, relating images to the perception of emotion. Each question has multiple-choice options for possible answers, and in this way there is no real ‘right’ or ‘wrong’ answer, it is all about how they perceive the image or the statement that is provided.

For the recruiter, the choices made by the candidate will help to describe the way that they process and deal with different emotions, especially when under pressure (as they are in the timed test).

Verbal reasoning test

Verbal reasoning is a skill that encompasses the understanding of formal writing with the ability to analyze information to get meaning from it, and use that information to make reasoned and logical decisions.

In the verbal reasoning assessment, candidates are provided with a passage of text on an unfamiliar subject, followed by a statement. They need to describe whether the statement is true, false, or there isn't enough information to tell - and to do this, the candidate needs to read, understand and analyze the written information that is provided.

All the information needed to answer correctly is in the provided text, and the candidate needs no previous knowledge to be able to answer.

Teamwork test

Working in a sales environment might seem to be more about competition, but the most effective teams are excellent at working together to get results - and teamwork is a skill that is important in the auto retail space.

In the teamwork test, candidates are faced with a series of fictional, yet realistic, workplace scenarios. Each will represent a problem that needs to be solved, and the candidates will be provided with a number of possible courses of action that they could take to solve the issue presented.

While there are no real right or wrong answers - although at least one will definitely appear like a bad choice for the candidate - the answers that they give will demonstrate how well they work with others, whether they have the right communication skills, and how they tend to approach a problem when it concerns fellow employees.

Interpersonal skills test

Interpersonal skills are the soft and transferable skills that are essential to creating good relationships with other employees, as well as with clients, management, and everyone else.

In the interpersonal skills test, candidates are faced with several work-based scenarios that they could face if they were employed, each presenting some sort of issue that needs to be fixed. Alongside the scenario, several possible courses of action are given as options, and the candidate needs to decide which one would deal with the problem in the best way.

For the recruiter, the choice that the candidate makes in how to deal with the problem will show how good they are with their interpersonal skills.

Numerical reasoning test

Sales, dealing with money, and even looking at things like financial planning all need numerical aptitude. While those working in auto retail might not need to have degree-level knowledge of math, they do need to be confident in solving problems based on numerical information and data, which is why the numerical reasoning test is a simple assessment that can be used in the recruitment process.

In this assessment, each question provides some numerical data, usually in tables, graphs, or charts. The candidate needs to quickly read and understand the data provided in order to answer the question. They might have to complete some basic operations and demonstrate that they are comfortable working with things like percentages, ratios, and fractions. The questions are followed by multiple-choice options that the candidate has to select to find the right answer.

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Predictor of job success

Picked provides evidence-based recommendations for tests to use for over 750 jobs. Our recommendation engine leverages data from the Occupational Information Network (O*NET) developed by the U.S. Department of Labor, Employment and Training Administration (USDOL/ETA).

  • Assessments

    A full suite of assessments

    Our platform comes with 12 tests across both foundation and advanced levels so they’re suitable for everyone. Including aptitude, behavioural and personality tests, you’ll have a full range of tests to help you find the candidates you’re seeking.

  • Analytics

    An array of candidate metrics

    For each of your candidates, you’ll be given a comprehensive report. Included will be all the metrics you need to build a detailed picture of each candidate and ensure you’re making the right hiring decisions.

“The platform is so simple to use. I had used competitor providers for over six years and will never go back. Fast, efficient and friendly!”
Greg Chambers, HR Business Partner, Littlefish Ltd
Greg Chambers, HR Business Partner, Littlefish Ltd

Auto Retail Test FAQs

Can I use these tests for entry-level candidates?

These pre-employment assessments are ideal for use with entry-level candidates, as in most cases there is no need for previous knowledge or experience because they are looking at inherent skills and aptitudes.

What tests can be used to assess job fit?

Job fit is probably at least as important as the skills and competencies that the role needs - and there are tests that can be used to see what each candidate is like in terms of personality traits and work behaviors. Tests like personality assessments and situational judgement tests are great for this.

What is the price of the auto retail test?

We offer a range of monthly and annual plans to meet your organization’s unique needs. Every plan includes our complete test suite covering all tests and all levels of difficulty. The only difference is the number of test attempts allowed.

Can I try out the test for free?

Yes, simply sign up (no credit card is required) and we’ll give you unlimited access for 7 seven days. Create as many jobs and test as many candidates as you want; you won’t be charged a penny.

“An unbeatable service, impressive platform and fantastic value for money.”
Laurence Fishman, Partner, NLPCA
Laurence Fishman, Partner, NLPCA

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