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The test was extensively reviewed by the National Academy of Science in 1989 in the report Fairness in Employment Testing. [3]NAS concluded that the GATB is "adequate in psycho-metric quality", but that there were two problems if it was to be extensively used in practice.
Careers advisory services in the UK are typically organisations that offer advice, guidance and counselling on careers. People may use these services for a number of purposes, such as jobhunting, changing careers, getting a promotion, building career skills, returning to work after a career break and professional development.
An Armed Forces Qualification Test (AFQT) score is used to determine basic qualifications for enlistment. The AFQT scores are divided into the following categories Category I: 93–99; Category II: 65–92; Category III A: 50–64; Category III B: 31–49; Category IV A: 21–30; Category IV B: 16–20; Category IV C: 10–15; Category V: 0–9
The battery consists of 10 subtests and is used for various professional, medical, military, government, law enforcement and employment settings. The test-retest reliability based on timed performance correlates with values of 0.95 for the verbal section, 0.96 for the performance section and 0.97 for the full scale. [1] [2] [3] [4]
It consists of 126 multiple-choice questions, and the test is scored out of a possible 164 points. [1] The test is composed of five audio sections and one visual section. As of 2009, the test is completely web-based. The test does not attempt to gauge a person's fluency in a given language but rather to determine their ability to learn a language.
In part, the popularity of this tool is due to the National Defense Education Act of 1958, which funded career guidance in schools. [1] Focus was put onto tools that would help high school students determine which subjects they may want to focus on to reach a chosen career path. Since 1958, career assessment tool options have exploded.
The Professional Qualification Transfer System (PQTS) model is a proposal for a structured description of work-related competences.The core elements are the Competence Matrix and the Competence Profiles.
The Holland Codes or the Holland Occupational Themes (RIASEC [1]) refers to a taxonomy of interests [2] based on a theory of careers and vocational choice that was initially developed by American psychologist John L. Holland. [3] [4] The Holland Codes serve as a component of the interests assessment, the Strong Interest Inventory.