Supplemental InformationIMPORTANT! This test is used to fill vacancies in state government offices such as the Department of Public Safety, Department of Wildlife and Fisheries, state hospitals, and college/university campuses. This test IS NOT used for municipal law enforcement agencies such as the Baton Rouge Police Department. For information on the test required for municipal law enforcement employment, go to the.You will NOT be contacted to schedule an exam time. The 'Schedule' column shown on the application status bar is designated for optional functionality that the State of Louisiana is not utilizing. Test seats are available on a first-come first-served basis only.

2,110 Leap Test jobs available on Indeed.com. Apply to Contract Manager, 9500-leaps Test, Superhero and more! Leap Test Jobs, Employment Indeed.com Skip to Job Postings, Search. The answers won't help you. You job is test 2 and 3 all day long. You are evaluated constantly and will be suspended if you don't know what you are doing. If you can't pass the test, you won't be able to do the job correctly! It is that simple.

You can only take this exam once every 90 days. Although the system will allow you to apply, it is your responsibility to wait 90 days before retesting. If you retest prior to the 90 day period, it will result in an invalid score.After you apply to this test posting, print PAGE ONE of your application to bring with you to the test center.

You may then walk in to take the exam at any time the test is offered within the next 90 days (after 90 days, you must re-apply). Please bring a picture ID and proof of Social Security Number (a photocopy of SSN Card will not be accepted). Click for information about test offerings.For sample test questions, clickTo see a list of jobs covered by the LEAPS test, click. Retirement – State of Louisiana employees are eligible to participate in various retirement systems (based on the type of appointment and agency for which an employee works). These retirement systems provide retirement allowances and other benefits for state officers and employees and their beneficiaries. State retirement systems may include (but are not limited to): Louisiana State Employees Retirement System , Teacher's Retirement System of Louisiana , Louisiana School Employees' Retirement System , among others. LASERS has provided this to give you more detailed information about their system.

Effective date: March 31, 2020 GOVERNMENTJOBS.COM, INC. PRIVACY POLICY Contents. 1.Introduction. 2.About this Policy. 3.Who “You” Are. 4.Information We Collect About You. 5.Our Use of Your Information.

6.Information We Disclose. 7.Your Data Rights. 8.Retention and Removal. 9.Cookies and similar Tracking Technologies. 10.Information Security and Integrity. 11Information on Children.

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We consider information privacy throughout our product lifecycle - from inception, to production, and ongoing support.The principal purpose of this Privacy Policy (the “Policy”) is to describe how we collect, use, protect, and disclose personal information online and offline but excluding services that state that they are offered under a different privacy policy. About this Policy.By visiting or using any part of the Services you agree that your information will be processed as described in this Policy.

Please note, this Privacy Policy does not apply to information collected by our partners, sites that link to or are accessible from our Services, and our Customers that have their own privacy policies you may be subject to.This Privacy Policy is incorporated into the Governmentjobs.com. Definitions not explicitly defined herein shall retain the meaning as prescribed in the. Any dispute related to privacy is subject to the and this Policy, including limitations on liability. Who “You” Are.You are a “Customer” if you are an employer or agent of an employer that accesses our Services to post job solicitations, recruit, hire, onboard personnel, evaluate employee performance, train employees, or other applicable HR services provided by us. You are “Personnel” if a Customer stores information about you in a Service, including if you are a Job Applicant. Once you submit a job application to a Customer, you are considered a “Job Applicant” for that Customer.

You are a “Job Seeker” if you hold a Job Seeker account with one or more of our Services for the purpose of receiving and responding to job solicitations. You are a “Visitor” if you are just visiting one of our Services. Information We Collect About You.We require certain personal information in order to provide you Services, automatically collect information during your usage, and collect other information about you from third party sources. In this Section we set out general categories of personal information and data we may collect and process.Information Provided by YouWe collect information from you directly when you visit our Services. For example, certain information we collect is necessary to provide the Services to you or our Customers, such as the information collected with you create an account, submit a job application, or information used to interact with you regarding support or inquiries about our Services. We also collect information from you to register for text message or email communications, or when communicate through the Services.

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We may process your account data which may include your name, email address, unique account ID, password, and account activity or other security related information.Job Application and Profile Data. We may process personal information within the job applications you send to our Customers, and information processed throughout the relationship you maintain with your potential, current, or former employer (our Customer). Typical personal information found in a job application or within a user Profile may include name, address, e-mail, telephone number, resume, driver’s license, work experience and performance data, education history, age, gender, race, information related to your health or financial information, marital status, military or veteran status, your signature, or and any other supplemental information added at your discretion or requested by a Customer.Transaction and Billing Data. We allow payment processing companies to process information relating to transactions, including purchases of Services, that you enter on the Services or payment processor website, or to facilitate processing of payroll and tax services. If you make an online payment to us through a payment processing company, we require you to provide your billing details, a name, address, email address and financial information corresponding to your selected method of payment (e.g. A credit card number and expiration date or a bank account number).Voice Data.

With your permission we collect voice recordings when you interact with our support teams to diagnose issues, our product teams to improve our services, our implementation teams during implementation of our Services, and our sales teams while providing demos of our Services.Publication Data. We may process information that you post for publication on our website or through our Services (e.g., feedback comments, information you provide to our support teams, videos, photographs, images).Contests and Survey Data. When you complete any forms, respond to a survey or questionnaire, or participate in a contest, we collect the personal data you provide.Resume Data. We collect information to evaluate you for a job opening with us, including your name, employment and education history, and references.Information Collected AutomaticallyWith the help of our Service Providers, we also automatically collect information about you and your device and how you interact with our Services. Categories of information collected automatically include the following:Usage Data. We may process data about your use of our Services.

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Device Data may include Internet protocol (IP) address, browser type, device type, software and hardware attributes, your operating system, system and performance information, cookie date/time stamp, and search terms entered on the site.Tracking Data. We use tracking services that employ logs, cookies, pixel tags, and embedded scripts to collect user statistics and usage about visitors of our Services and receipt of communications.Log Data. Our servers maintain log files that document events that occur during interaction with our Services and servers. Logs include information about the nature of each access, IP address, ISP, files viewed, Account Data, content changes in certain cases, operating systems, device type and timestamps.Cookie Data.

We use cookies to improve your online experience and tailor content to you. For more information on Cookies see the “Cookies” section below.Pixel Tags. We use pixel tags (aka “web beacons”) in combination with cookies that are embedded in our emails and webpages. Pixel tags send information about your use to our servers.Embedded Scripts. We use embedded scripts to collect information about how you interact with our Services.Information from Other SourcesWe also receive information about you from third party sources. For example, we receive information about the status of background checks you participate in, updates from payment processors regarding your purchases, receipts and analytics for text communications you send and receive, and information you provide to, or automatically collected by, our marketing page hosting provider.Categories of information collected from other sources include the following:Partners. We collect and use information collected by third party integrators, and from partners for joint product and marketing opportunities.

This information may include Account, Transaction, Billing, Profile, and Tracking Data. Integrations may include payment processing companies, background check and online assessment providers, communication providers, performance or analytics providers, or HR related services you choose to integrate with our Services.Public sources. We collect information from publicly accessible websites and government sources.Data brokers. We purchase additional Contact Data to supplement and correct the data we collect. Our Use of Your Information.We collect and process information in order to fulfill our contractual responsibility to deliver you the Services, fulfill your requests, or pursue our legitimate interests or our business and commercial purposes.

Your information will only be collected and used for purposes stated herein, where you provide additional consent, or as required by law or regulation - including national security or law enforcement requirements. Cookies and similar Tracking Technologies.A cookie is a file containing an identifier (a string of letters and numbers) that is sent by a web server to a web browser and is stored by the browser and device you use to access our Services. The identifier is then sent back to the server each time the browser requests a page from the server.Cookies may be either “persistent” cookies or “session” cookies. A persistent cookie will be stored by a web browser and will remain valid until its set expiry date, unless deleted by the user before the expiry date; a session cookie, on the other hand, will expire at the end of the user session, when the web browser is closed.We and our partners use cookies on our Services. Insofar as those cookies are not necessary for the provision of our Services, or the legitimate interests of delivering and optimizing our Services, we receive your consent to use of cookies when you first visit our Services. When your browser or device allows it, we use both session cookies and persistent cookies for the following purposes:. Authentication to identify you when you visit our Services, as you navigate our Services, to confirm whether you are currently logged in, and determine if an occurrence affects you.

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Pre-employment assessments – such as work samples, cognitive ability tests, and job knowledge tests – are good predictors of job performance. These candidate assessment tools can be administered quickly and easily through well-designed software.

Here’s a list of 15 of the best recruitment assessment tools that will help you select qualified candidates to interview and hire:

Adaface

Adaface offers an AI-powered method to automate first-round tech interviews and evaluate candidates for software roles. The star of the show is Ada, an intelligent chatbot that can ask and evaluate engineering questions, participate in technical chats with candidates, provide information, and more.

Aspiring Minds

Aspiring Minds offers a wide variety of assessment tests, including cognitive ability, personality, job simulation, sales ability, and more. They also give you the ability to send AI-assisted video interviews and coding interviews to candidates.

Athena Assessment

The Athena Quotient (AQ) evaluates candidates’ judgment, based on the idea that good judgment is what makes people effective at their jobs. Once candidates have completed the test, you instantly get a report on results.

Berke

The Berke Assessment is a customizable test measuring personality and intelligence. With Berke, you can also build “hiring profiles” – lists of desirable behavioral traits and problem-solving abilities – and compare each candidate’s results against them.

Codility

Codility is a tech recruiting platform that supports coding challenges and online technical interviews to help you evaluate Programmers. Use Codility to create tests, evaluate candidates’ code and connect with the best candidates.

The English Quiz

The English Quiz specializes in…you guessed it, English tests. The platform helps you evaluate the oral and written competency of candidates in the English language. You can also use The English Quiz for other purposes, such as assessing the effectiveness of English training.

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HireSelect® by Criteria Corp

HireSelect is a testing platform that provides online pre-employment aptitude, personality and skills tests (e.g. typing, MS Office.) These tests are designed by Harvard psychologists and help you assess candidates more objectively.

HR Avatar

HR Avatar offers simulation-based, pre-employment tests that measure various factors like cognitive ability and job knowledge. The tests are animated, instead of text-based, and simulate real job situations (e.g. responding to a disgruntled customer.)

McQuaig

McQuaig is one of the most seasoned talent assessment tools with more than 50 years of offering personality and cognitive ability tests for candidates. You can build job profiles to evaluate candidates against or use job profiles from McQuaig’s library of standardized job profiles that are based on real hiring data.

Saberr

Saberr offers a way to assess cultural fit. This tool uses data and analytics to determine whether a candidate has values similar to your team. Saberr also predicts whether that candidate could get along well with each individual team member.

Sales Assessment by the Objective Management Group (OMG)

OMG is well-known for its sales assessment, developed by the company’s founder and CEO Dave Kurlan who is an expert in the field. OMG offers assessments for a variety of sales candidates, including Salespeople, Sales Managers and VP of Sales.

Skillsarena

Skillsarena offers psychometric assessments and tests for many skills and competencies including intelligence, communication, numeracy and computer skills. This tool also has specific tests for industries like retail, housing, logistics and finance.

TestDome

TestDome provides a platform where you can customize programming tests for any coding language or technology, and create your own exercises. You can also choose general tests, like numerical and verbal reasoning. TestDome evaluates the candidates’ code and answers to help you make better hiring decisions.

ThriveMap

ThriveMap enables you to measure and compare a candidate’s fitness for your team. You can send role or organizational fit assessments that have been created based on data and your unique needs. Questions are narrative- or scenario-based.

Wonscore from Wonderlic

Wonscore is a pre-employment testing platform that assesses candidates for motivation, personality and cognitive ability. The system produces scores for each of these three factors and one unified score (“Wonscore.”) You can choose from a variety of industry- and job-specific tests that best match the role you’re hiring for.

Workable’s all-in-one recruiting software integrates with assessment tools to help optimize your hiring process. Start a 15-day free trial today.

What is the best recruiting tool?

There’s a vast selection of these tools, from those that offer multiple cognitive ability and personality tests to those that are specialized for particular skills (e.g. sales, data entry.) How do you choose?

Apart from analyzing costs, reading reviews (and detailed guides on recruitment assessment tools) or getting recommendations, here are a few things to keep in mind when picking assessment software:

• Think about what you want to test for. If your company wants to test candidates for intelligence, personality and reasoning, tools that provide all these tests meet your needs. If you want to focus on testing for skills for particular roles, it might be best to look for specialized tools, like code evaluation platforms and typing test tools.
• Ensure the tool’s design will appeal to candidates. Candidate experience is important to your employer brand. Tests that are cumbersome, difficult to understand or not challenging enough can undermine your candidates’ positive impression of your company.
• Ask about integrations and API. Assessment tools that integrate with your ATS will save you a lot of time and effort. But, even if your recruitment software has no formal integration, a tool with an effective API can integrate seamlessly with your existing systems.
• Look for tools that provide the right reports. Some companies may need a tool that will test candidates, evaluate answers and present the results. Others prefer tools with extensive reporting, analytics and recommendations. Think about what works for your company and choose accordingly.

How to use recruiting assessment tools

Skills assessment tools provide a quantifiable and more objective selection process than other recruiting methods (e.g. unstructured interviews.) But, keep in mind they have their own limitations:

• Candidates sometimes perceive personality tests as intrusive.
• Some tests can be discriminatory and violate non-discrimination laws.
• Skills tests assess current knowledge but not ability or willingness to learn, which are often more important on the job.

Using assessment tools for recruitment and selection, such as pre-employment assessment tests, is good practice, but only when combined with other recruiting methods. When you have selected the right combination of recruitment assessment tools, use it along with structured interviews to hire more effectively.