Auto Technician Test

Hire auto technicians with the skills you need.  The Auto Technician test identifies automobile repair skills across a variety of areas.

This 60-item Auto Technician Test is intended for use with applicants and incumbents for jobs where knowledge and skill in the area of automobile repair is a necessary part of job activities.

What’s It Best Used For

This test is best used during the recruitment or coaching process for automotive service technicians, mechanics, and maintenance personnel to verify core trade competencies before making an offer or assigning complex repairs.

• Comprehensive Skills Diagnosis: It evaluates a broad spectrum of daily shop tasks across 13 distinct categories, including electrical/electronic systems, power transmissions, fuel setups, internal combustion engines, and cooling/heating systems.
• Vetting Hardware & Safety Habits: The exam checks an applicant’s familiarity with professional shop tools, welding techniques, material handling, equipment installation, and basic mathematics/environmental standards.
• Confirming Blueprint Literacy: It ensures candidates can accurately read and interpret technical prints, schematics, and mechanical diagrams to streamline troubleshooting time.
• Evaluating Administrative Accuracy: Beyond the wrench, it tests essential shop survival skills like accurate record-keeping, maintenance logging, and multitask coordination.
• Legally Compliant Vetting: Backed by excellent statistical reliability (a Cronbach’s Alpha of .90), this assessment aligns with EEOC Uniform Guidelines regarding non-discriminatory hiring and is fully legal for use in Canada.

Categories tested include:

• Electrical and Electronic Systems
• Accessories
• Mechanical Maintenance & Equipment Installation
• Prints, Schematics & Diagrams
• Welding, and Tools
• Materials & Equipment
• Power Transmission and Lubrication
• Fuel Systems and Internal Combustion Engines
• Cooling and Heating Systems
• Inspection
• Record Keeping
• Mathematics & Environmental Concerns
• Shop Machines

This test contains 60 items in a multiple-choice format. In a sample of 51 experienced auto technicians, reliability was .90 with a mean score of 40.75, a standard deviation of 9.59, and a standard error of measurement of 3.03.

Please contact us for pricing and more information.  Sample questions are not available for this instrument.  Sample copies are available for purchase only.

We recommend that test validation be conducted for an organization that meets any of the following criteria:

• Is a highly visible national or international company
• Has more than 200 employees
• Has a labor agreement
• Has a federal contract
• Has ever had an EEO charge
• Needs professional assistance for setting cutting scores on tests

The Uniform Guidelines on Employee Selection Procedures (1978)1, developed by the EEOC, Civil Service Commission, Department of Labor and Department of Justice, are intended to establish a uniform Federal position in the area of prohibiting discrimination in employment practices. Regarding the use of tests and other selection procedures, the Guidelines state:

These guidelines apply to tests and other selection procedures which are used as a basis for any employment decision. Employment decisions include but are not limited to hiring, promotion, demotion, membership (for example, in a labor organization), referral, retention, and licensing and certification, to the extent that licensing and certification may be covered by Federal equal employment opportunity law. Other selection decisions, such as selection for training or transfer, may also be considered employment decisions if they lead to any of the decisions listed above. (Section 2B)

The Guidelines also state:

The use of any selection procedure which has an adverse impact on the hiring, promotion, or other employment or membership opportunities of members of any race, sex, or ethnic group will be considered to be discriminatory and inconsistent with these guidelines, unless the procedure has been validated in accordance with these guidelines. (Section 3A)

From the employer’s perspective, it is very useful to have a job-related test. When tests are job related, they have more credibility with the persons taking them, giving the test takers more confidence in their results and providing less likelihood of complaint or litigation. A validated test is usually the product of research by a psychologist. The resulting validation report is the documented evidence by a professional researcher of the validity of the selection procedure. In the event of complaint or litigation, the report would usually be entered into evidence. In addition, the author would provide testimony that the report reflects generally-accepted professional practice and is in conformance with the requirements of the Uniform Guidelines on Employee Selection Procedures.

1 Equal Employment Opportunity Commission, Civil Service Commission, Department of Labor, and Department of Justice. (1978, August). Uniform guidelines on employee selection procedures. Federal Register, 43, 38290-38315.

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