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Employment testing is the practice of administering written, oral, or other tests as a means of determining the suitability or desirability of a job applicant. The premise is that if scores on a test correlate with job performance, then it is economically useful for the employer to select employees based on scores from that test.
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 race-norming in reported GATB individual results did not affect the demographic and statistical validity of the raw, unadjusted GATB scores. In 1990-1991 this practice became more widely known. The public controversy over it resulted in such race-norming of employment testing being explicitly outlawed by the Civil Rights Act of 1991. [5]
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 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 ...
Integrity testing for employment selection became popular during the 1980s. [2] Human Resources personnel found integrity tests were an improvement over polygraph tests. Polygraph tests were no longer able to be used for screening of most future employees in the United States due to the Employee Polygraph Protection Act of 1988 (EPPA). [2]
The raw score is a measure of how many questions (out of the 60 total) the individual answered correctly, and the percentile ranking is a relative performance score that indicates how the individual's score rates in relation to the scores of other people who have taken this particular mechanical aptitude test. Average test scores for the Wiesen ...
Test of maximum performance: These assess the individual's ability to perform effectively under standard conditions. Performance on these tests, which includes ability and aptitude tests, can be judged as right or wrong. Ability tests come in many different forms and may test a general intellectual functioning or a specific ability. [1]