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2. WorkKeys - Wikipedia

   en.wikipedia.org/wiki/WorkKeys

   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.

3. Pre-hire assessment - Wikipedia

   en.wikipedia.org/wiki/Pre-hire_assessment

   A pre-hire assessment (or pre-employment assessment) is a test or questionnaire that candidates complete as part of the job application process. The use of a valid and expert assessment is an effective way to determine which applicants are the most qualified for a specific job based on their strengths and preferences.

4. Job analysis - Wikipedia

   en.wikipedia.org/wiki/Job_analysis

   After this, the job analyst has completed a form called a job psychograph, which displays the mental requirements of the job. [2] The measure of a sound job analysis is a valid task list. This list contains the functional or duty areas of a position, the related tasks, and the basic training recommendations.

5. Inside the elaborate $85,000 tests Fortune 500 ... - AOL

   www.aol.com/finance/inside-elaborate-85-000...

   At the highest level of corporate leadership, candidates go through a series of cognitive and psychometric tests, behavioral assessments, and job simulations so boards can determine whether they ...

6. Career assessment - Wikipedia

   en.wikipedia.org/wiki/Career_assessment

   Career assessment, in the form of tests and other structured and unstructured tools, can be very useful for those who are uncertain about the array of career possibilities. However, there are some drawbacks to each. At best, the results of individual career assessments provide targeted information that may not address a particular individual's ...

7. Individual psychological assessment - Wikipedia

   en.wikipedia.org/wiki/Individual_psychological...

   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).

8. Strong Interest Inventory - Wikipedia

   en.wikipedia.org/wiki/Strong_Interest_Inventory

   Strong's original Inventory had 10 occupational scales. The original Inventory was created with men in mind, so in 1933 Strong came out with a women's form of the Strong Vocational Blank. In 1974 when the Strong-Campbell Interest Inventory came out, Campbell had combined both the men's and the women's forms into a single form.

9. Knowledge, Skills, and Abilities - Wikipedia

   en.wikipedia.org/wiki/Knowledge,_Skills,_and...

   The Knowledge, Skills, and Abilities (KSA) framework, is a series of narrative statements that, along with résumés, determines who the best applicants are when several candidates qualify for a job. The knowledge, skills, and abilities (KSAs) necessary for the successful performance of a position are contained on each job vacancy announcement ...