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The Wonderlic Contemporary Cognitive Ability Test (formerly the Wonderlic Personnel Test) is an assessment used to measure the cognitive ability and problem-solving aptitude of prospective employees for a range of occupations. The test was created in 1939 by Eldon F. Wonderlic. It consists of 50 multiple choice questions to be answered in 12 ...
The Cognitive Abilities Test (CogAT) is a group-administered K–12 assessment published by Riverside Insights and intended to estimate students' learned reasoning and problem solving abilities through a battery of verbal, quantitative, and nonverbal test items.
The Cattell–Horn–Carroll theory factors that this test examines are based on 9 broad stratum abilities, although the test is able to produce 20 scores [4] only seven of these broad abilities are more commonly measured: comprehension-knowledge (Gc), fluid reasoning (Gf), short-term memory (Gsm), processing speed (Gs), auditory processing (Ga), visual-spatial ability (Gv), and long-term ...
The General Aptitude Test Battery (GATB) is a work-related cognitive test developed by the U.S. Employment Service (USES), a division of the Department of Labor. It has been extensively used to study the relationship between cognitive abilities, primarily general intelligence, and job performance. [1] [2]
Intelligence tests may be used to assess the level of cognitive functioning in individuals with psychiatric illness or brain injury. Rehabilitation psychologists and neuropsychologists use neuropsychological tests (including the WAIS-IV) to assess how the individual's brain is functioning after it has been injured.
Individual psychological assessment (IPA) is a tool used by organizations to make decisions on employment. IPA allows employers to evaluate and maintain potential candidates for hiring, promotion, and development by using a series of job analysis instruments such as position analysis questionnaires (PAQ), occupational analysis inventory (OAI), and functional job analysis (FJA).
The job analysis component of ACT WorkKeys, known as Job Profiling, helps to set benchmarks that correspond with WorkKeys scores, giving the examinee a target score to hit in order to qualify for a job. Employers use job profiling to determine which skills are required for a job, and the level of each skill needed to perform the job successfully.
The Differential Ability Scales (DAS) is a nationally normed (in the US), and individually administered battery of cognitive and achievement tests. Into its second edition (DAS-II), the test can be administered to children ages 2 years 6 months to 17 years 11 months across a range of developmental levels.
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