ChemTest

Use the ChemTest to assess your candidates for knowledge of chemical principles.

Assesses: Chemical knowledge
Skill Level: Journey-level
Test Format: 43 Items, Multiple-choice
Language: English

Description

The ChemTest test is intended for use for pre-employment selection or for assessing incumbents in jobs where the knowledge of chemical principles is a required part of training or job activity. Available in both online and paper formats.

What It’s Best Used For

This test is best used during the hiring phase or internal talent audits to ensure applicants or incumbents possess the foundational scientific principles required for training or specialized plant workflows.

• Vetting Core Chemical Principles: It scores a candidate’s grasp across vital chemical mechanics, including Acids, Bases & Salts, Compounds, Elements, and Gases & Fluids.
• Measuring Lab Equipment Literacy: The exam features a Miscellaneous module that explicitly tests an applicant’s familiarity with standard laboratory equipment and safety procedures.
• Evaluating Integrated Physics & Mechanics: Beyond raw chemistry, the tool screens for fundamental mechanical principles to find well-rounded industrial operators.
• Flexible Corporate Deployment: To easily slot into your hiring pipeline, the test is available in both online and paper formats, supporting immediate automated reporting or quick grading by hand.
• Defensible, High-Reliability Metrics: Backed by rigorous psychometric validation tracks to ensure legal compliance and objective results.

ChemTest Content Areas

Categories tested include:

Physical Knowledge

• Acids, Bases & Salts
• Compounds
• Elements
• Mechanical Principles
• Gases & Fluids
• Chemical Knowledge
• Miscellaneous including Lab Equipment

Product Statistics

• Sample Size – 790
• Mean Score – 23.03
• Reliability(KR20) – 0.78
• Std. Deviation – 6.21
• Std. Error of Meas. – 2.91

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.

© Ramsay Corporation