Psychometric assessments have become very popular with human resource managers over the past few years. An employer cannot afford to evaluate a prospective employee by education or work experience alone. Assessments have proven to be an outstanding tool in determining future job performance.
Most assessments have two types of tests: aptitude tests and personality tests. We will discuss the aptitude portion in this aticle.
Aptitude tests measure the individual's numerical and verbal skills and abstract reasoning abilities. These tests are usually in the multiple choice format and are timed.
Employers have a wide-range of aptitude tests to choose from. There are an estimated 5000 or more available tests on the market today. Though they come in a wide variety of names and attributes, they can all be classifed into six distinctive types: verbal, numerical, abstract reasoning, spatial, mechanical and data checking. Of course not all of the types are used by every employer.
An applicant's verbal ability is important because good communication skills are important on any job. The verbal portion of the test alone always includes grammar (can the applicant write sentences correctly?), analogy (how words are associated), and being able to follow instructions that are written. Sometimes reading comprehension, spelling and sentence completion are also included.
Numerical ability is the next most important skill on a job. Even if there is not a lot of numerical work needed on the job, skill in this area is an indication of the applicant's overall abilities. The numerical testing can include basic arithmetic, (adding, subtracting, multiplying and dividing) number sequences, and knowledge of basic mathematics such as decimals, fractions, equations, etc. One is usually not allowed to use a calculator to determine actual know-how.
Abstract reasoning is tested to determine intelligence and how fast the applicant can learn new information and skills. Logical sequence is used to test this skill.
Spacial testing is given only if it is a part of the skills needed to do the job. It tests the applicant's ability to manipulate shapes mentally.
Mechanical evaluation is also a very specialized test needed only if mechanical abilities are a part of the job. The test usually requires knowledge of pulleys, levers, springs, gears, electrical circuits, tools and shop arithmetic.
Data checking is a standard and specialized test given to clerical and data entry applicants. This test determines how quickly and accurately the applicant can find errors in written data. Usually two columns of information are compared to determine if the information is different or the same.
The six aptitude tests that are a part of the overall psychometric assessment process helps employers to determine the best candidate for any job being offered in conjunction with a personality assessment and personal interviews. - 16747
Most assessments have two types of tests: aptitude tests and personality tests. We will discuss the aptitude portion in this aticle.
Aptitude tests measure the individual's numerical and verbal skills and abstract reasoning abilities. These tests are usually in the multiple choice format and are timed.
Employers have a wide-range of aptitude tests to choose from. There are an estimated 5000 or more available tests on the market today. Though they come in a wide variety of names and attributes, they can all be classifed into six distinctive types: verbal, numerical, abstract reasoning, spatial, mechanical and data checking. Of course not all of the types are used by every employer.
An applicant's verbal ability is important because good communication skills are important on any job. The verbal portion of the test alone always includes grammar (can the applicant write sentences correctly?), analogy (how words are associated), and being able to follow instructions that are written. Sometimes reading comprehension, spelling and sentence completion are also included.
Numerical ability is the next most important skill on a job. Even if there is not a lot of numerical work needed on the job, skill in this area is an indication of the applicant's overall abilities. The numerical testing can include basic arithmetic, (adding, subtracting, multiplying and dividing) number sequences, and knowledge of basic mathematics such as decimals, fractions, equations, etc. One is usually not allowed to use a calculator to determine actual know-how.
Abstract reasoning is tested to determine intelligence and how fast the applicant can learn new information and skills. Logical sequence is used to test this skill.
Spacial testing is given only if it is a part of the skills needed to do the job. It tests the applicant's ability to manipulate shapes mentally.
Mechanical evaluation is also a very specialized test needed only if mechanical abilities are a part of the job. The test usually requires knowledge of pulleys, levers, springs, gears, electrical circuits, tools and shop arithmetic.
Data checking is a standard and specialized test given to clerical and data entry applicants. This test determines how quickly and accurately the applicant can find errors in written data. Usually two columns of information are compared to determine if the information is different or the same.
The six aptitude tests that are a part of the overall psychometric assessment process helps employers to determine the best candidate for any job being offered in conjunction with a personality assessment and personal interviews. - 16747
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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 assesment for recruitment.
