Cashier Test

Cashier tests are designed to assess candidates' basic mathematical and numerical knowledge, as well as their ability to keep calm under pressure – a vital skill in any customer-facing role.

  • What is a cashier test?

    Cashiers are required to have strong interpersonal and communication skills, as well as an aptitude for numbers and an ability to maintain the relevant systems needed when handling money at a till or register.

    Typically, cashiers don't need to have reached a specific level of education, so the cashier test acts as a guide for employers to see how strong their basic reading, writing and arithmetic is, as well as softer skills such as their communication style.

    The test involves mathematical problems and multiple-choice questions designed to decipher how suited a candidate is to the role.

About the Cashier Test

Despite nearly all shops using digital software to process transactions, it's still important that cashiers have an aptitude for numbers, so they can spot errors and feel confident dealing with customers.

Cashiers also need to be patient, strong communicators and able to act as ambassadors for the brand or company they represent.

A cashier test can assess both mathematical and interpersonal skills, to help employers hire the best people for the role.

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  • Why should you use a cashier test for recruiting?

    If you are looking to find candidates with strong mathematical skills, patience, friendliness and problem-solving skills to work in a fast-paced customer-facing role, you should consider using a cashier test.

    It's a much more efficient way to hire than using a more general aptitude test, which won't help you to see the full picture as clearly.

    A cashier test is suitable for the hiring process for the following job roles:

    Using the test in conjunction with a rigorous resume-screening process and interviews gives you the best possible chance of hiring the right person for the role. Which in turn saves both time and money.

Picked Sample Report

View a sample report

Results for the Cashier Test along with other assessments the candidate takes will be compiled to produce a candidate report. The report is automatically generated and available both online and as a downloadable pdf so they can be shared with other team members and employees alike.

How our test assesses cashier skills

Candidates will need to answer a range of questions that measure industry-specific soft skills where applicable (e.g. interpersonal skills), aptitude (e.g. numerical reasoning) and relevant personality dimensions (e.g. sociability). The results present a holistic view of how well suited each candidate is for the job at hand, using a data-driven approach.

The format varies by type of question, including multiple-choice for aptitude and technical skills, situational judgement for soft skills and agreement on a Likert scale for the personality dimensions. This approach ensures candidates are being assessed in an accurate and fair manner, and that results reflect the true underlying qualities of each candidate.

The characteristics, abilities and knowledge necessary to be a cashier were identified using the US Department of Labor's comprehensive O*NET database. O*NET is the leading source of occupational information that is constantly updated by collecting data from employees in specific job roles.

During the development process, test questions were rigorously analysed to maximise reliability and validity in line with industry best practices. They were created by our team of I/O psychologists and psychometricians – who collaborated with subject-matter-experts – and field-tested with a representative sample of job applicants who have varying experience, just like you might find in a talent pool.

Each test is reviewed by a panel of individuals representing diverse backgrounds to check for any sensitivity, fairness, face validity and accessibility issues. This ensures each candidate has a fair chance of demonstrating their true level of expertise.

Our cashier test is monitored to ensure it is up-to-date and optimised for performance.

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    Fully accredited

    All our Cashier tests are written by accredited psychologists and fully validated.

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    For all levels

    We offer Cashier tests for all levels so you can assess all roles within your organisation.

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    Simple, easy-to-use candidate comparison reports mean you don’t need to be a psychologist to interpret them.

“We used Picked as part of our Finance Graduate Scheme recruitment and it was just what we needed – really simple to send candidates the link to complete and clear to see how the all compared. And great value for money!”
Christina, HR Director, Cancer Research, UK
Christina, HR Director, Cancer Research, UK
“Personality profiling allowed us to perform lookalike modelling of our most successful employees and use this as a blueprint for new hires.”
Nick, HR Operations, Airbus, Spain
Nick, HR Operations, Airbus, Spain

FAQs

What are the key skills for a cashier?

As well as strong mathematical skills, cashiers need to be patient and calm, and able to solve problems quickly.

This is a customer-facing role, so candidates also need to be comfortable interacting with the general public in a friendly and professional manner.

When in the application process is it best to use a cashier test?

The test can be used at whichever part of the process you deem most sensible. But it can be helpful to use it once you've screened resumes and selected the people you want to learn more about.

Then, once you have the results of the test, you can proceed to the interview stage.

Can I get a free trial?

Yes, simply sign up (no credit card is required) and we'll give you unlimited access for seven days. Create as many jobs and test as many candidates as you want; you won't be charged a penny.

What is the cost for Picked's cashier test?

Picked operates on a monthly or annual subscription basis. We have several plans to suit your hiring needs, which you can check out here. Alternatively, you can get in touch with us to discuss a custom plan.

“Focusing on data reduced the subjective decision making from our hiring process and allowed us to reduce bias and make better hiring decisions.”
Izzie, Head of HR, iZettle, Sweden
Izzie, Head of HR, iZettle, Sweden

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