Hydraulic and Pneumatic Print Reading Test

The Hydraulic and Pneumatic Print Reading Test is an entry-level industrial skills assessment designed to verify a candidate’s ability to interpret fluid power and compressed air blueprints, schematics, and technical drawings. Unlike automated online profiles, this focused exam consists of 35 multiple-choice questions administered via paper format only and is scored by hand, taking less than 30 minutes to complete.

Assesses: Knowledge of hydraulic and pneumatic print reading
Skill Level: Entry Level
Test Format: 35 Items, Multiple-choice
Language: English

Available Paper and Online

The Hydraulic and Pneumatic Print Reading Test is designed to test the ability to read hydraulic and pneumatic prints and drawings.

Content Areas

• Hydraulic and Pneumatic Symbols
• Simple Drawings: Hydraulics and Pneumatics
• Intermediate Drawings: Hydraulics and Pneumatics

What It’s Best Used For

• Screening incoming technical applicants: Evaluating new job seekers to ensure they possess the baseline mechanical literacy your operation requires.
• Verifying technical symbol literacy: Testing a candidate’s recognition and knowledge of standardized hydraulic and pneumatic symbols used across industrial blueprints.
• Assessing entry-level drawing comprehension: Gauging an operator’s capacity to follow and comprehend basic, straightforward schematic layouts.
• Evaluating mid-level print interpretation: Testing an applicant’s ability to successfully navigate intermediate-level fluid or air system drawings.

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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