Psychometric assessments have been added to the tools available to employers to evaluate job candidates' suitability for a position in the organization. The use of assessments has risen more than ever in the past few years. They have already proven to be very helpful in evaluating the hundreds of applicants who may compete for just one job opening.
An employer will find two distinct portions of most assessments: aptitude testing and personality testing. We will concentrate on the aptitude portion in this article.
Aptitude tests evaluate the capabilities of the applicant in his/her verbal, numerical, and abstract reasoning skills. These tests are always timed tests and in multiple choice form.
There is an overwhelming array of over 5000 aptitude tests to choose from. The market is littered with a vast variety of tests with their own distinct names and attributes. However, there are only six categories where this vast number of tests can be placed. Those categories are: (1)verbal, (2)numerical, (3)abstract reasoning, (4)spatial, (5)mechanical, and (6)data checking.
Not all employers will use all of these categories. The first three are very generalized tests while the last three are given in very specialized industries.
Verbal skills are the most important skills needed on every job. The employer must know how well an applicant communicates with others. The applicant will be tested on grammar, following written instructions and word association. Spelling, reading comprehension and correct sentence completion have also been found on aptitude tests.
Numerical testings is standard even if the job does not use numbers on a daily basis. Since numerical ability is a left-brained skill, math skills indicate an ability to think analytically. The numerical portion of the test can include basic arithmetic skills, recognizing sequences of numbers and may include advanced skills in algebra, reading graphs for information, etc. One is now allowed to use a calculator so that acual knowledge is tested.
Most employers are very interested in an applicant's ability to learn new skills and information quickly. Abstract reasoning testing is provided just for this reason. The ability to use logical sequence is the best indicator of this skill.
The only time an applicant encounters spatial evaluation is if the job requires this skill. Spatial testing determines the applicant's ability to use mental abilities to manipulate shapes.
If mechanical abilities are needed to do a job, then the mechanical aptitude test is likely to be given by the employer. The applicant must have highly specialized knowledge of tools, electric circuits, levers, springs, pulleys, gears, etc. The applicant will also be tested in shop arithmetic.
Data checking determines speed and accuracy in finding errors in written data. This is a specialized test for clerical and data entry positions. The applicant is presented with two columns of the same information and it must be determined if the columns contain the exact same data or if there is a difference.
Employers can now more accurately assess the abilities of applicants for a particular job with aptitude tests. These tests are great indicators of skills and abilities possessed by the applicants and narrows down the choices to make selection much easier.
An employer will find two distinct portions of most assessments: aptitude testing and personality testing. We will concentrate on the aptitude portion in this article.
Aptitude tests evaluate the capabilities of the applicant in his/her verbal, numerical, and abstract reasoning skills. These tests are always timed tests and in multiple choice form.
There is an overwhelming array of over 5000 aptitude tests to choose from. The market is littered with a vast variety of tests with their own distinct names and attributes. However, there are only six categories where this vast number of tests can be placed. Those categories are: (1)verbal, (2)numerical, (3)abstract reasoning, (4)spatial, (5)mechanical, and (6)data checking.
Not all employers will use all of these categories. The first three are very generalized tests while the last three are given in very specialized industries.
Verbal skills are the most important skills needed on every job. The employer must know how well an applicant communicates with others. The applicant will be tested on grammar, following written instructions and word association. Spelling, reading comprehension and correct sentence completion have also been found on aptitude tests.
Numerical testings is standard even if the job does not use numbers on a daily basis. Since numerical ability is a left-brained skill, math skills indicate an ability to think analytically. The numerical portion of the test can include basic arithmetic skills, recognizing sequences of numbers and may include advanced skills in algebra, reading graphs for information, etc. One is now allowed to use a calculator so that acual knowledge is tested.
Most employers are very interested in an applicant's ability to learn new skills and information quickly. Abstract reasoning testing is provided just for this reason. The ability to use logical sequence is the best indicator of this skill.
The only time an applicant encounters spatial evaluation is if the job requires this skill. Spatial testing determines the applicant's ability to use mental abilities to manipulate shapes.
If mechanical abilities are needed to do a job, then the mechanical aptitude test is likely to be given by the employer. The applicant must have highly specialized knowledge of tools, electric circuits, levers, springs, pulleys, gears, etc. The applicant will also be tested in shop arithmetic.
Data checking determines speed and accuracy in finding errors in written data. This is a specialized test for clerical and data entry positions. The applicant is presented with two columns of the same information and it must be determined if the columns contain the exact same data or if there is a difference.
Employers can now more accurately assess the abilities of applicants for a particular job with aptitude tests. These tests are great indicators of skills and abilities possessed by the applicants and narrows down the choices to make selection much easier.
About the Author:
Talent Q enables employers to recruit and manage talent through sophisticated assessment of the personality and intelligence of its people. Visit us for more information on psychometric testing and personality assesment.
No comments:
Post a Comment