Hydraulics Test

The Hydraulics Test is a journey-level technical skills assessment designed to measure an individual’s practical knowledge and proficiency regarding hydraulic systems. Suitable for both prospective hires and current team members, this 60-question multiple-choice exam can be completed in less than 30 minutes. It is available to administer either online with automated reporting or via paper format scored by hand.

Assesses: Knowledge of hydraulics
Skill Level: Journey-Level
Test Format: 60 Items, Multiple-choice
Language: English

Available Online and in Paper

The Hydraulics Test is designed to test the knowledge and skills in the area of hydraulics.

Content Areas

• Basic Knowledge
• Maintenance
• Troubleshooting

What It’s Best Used For

• Screening experienced industrial talent: Evaluating job applicants for advanced, journey-level roles such as industrial mechanics, millwrights, fluid power technicians, and heavy equipment repairers.
• Verifying core fluid power mechanics: Assessing a candidate’s baseline grasp of basic hydraulic theory, system operational laws, and hardware configurations.
• Measuring equipment upkeep proficiency: Evaluating a technician’s familiarity with proactive fluid inspections, equipment maintenance procedures, and system preservation strategies.
• Evaluating system diagnostic skills: Testing an individual’s logical reasoning and physical troubleshooting capacity to isolate system faults, pinpoint malfunctions, and execute repairs.
• Auditing active workforce skills: Gauging the expertise of existing staff to determine targeted technical training needs or to evaluate readiness for promotional placement.

This test is legal for use in Canada.

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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