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Occupational Testing
Define Test:
Psychological tests are written, visual, or verbal evaluations administered to assess the cognitive and emotionalfunctioning of children and adults. Measures designed to assess a person's achievements, intelligence, neuropsychological functions skills, personality, or individual and occupational characteristics or potentialities.
Define Occupational Test:
Career occupational testing is a standardized procedure used to assess an individual's strengths, weaknesses, values and personality traits for different professions. In addition to helping test takers explore career options, occupational testing is used by HR departments to select the best candidates for job openings.
Achievement, Aptitude, and Ability
Tests:
Many psychologists use labels such as achievement test, aptitude test, and ability test imprecisely, and no psychologists use them as synonyms. This lack of precision is understandable because in actual practice, tests bearing these labels often appear to be quite similar and are used for similar purposes. Many achievement and aptitude tests are very similar in appearance, but the primary purpose of aptitude tests is prediction. They are designed to obtain information that can be used in predicting some aspect of the person’s future behavior. Aptitude tests assess the examinee’s ability to learn both cognitive and motor skills. Often, scores on a broadly based test of verbal comprehension are used to predict the examinee’s potential to learn (and use) new cognitive skills. In fact, the most common use of aptitude tests is to predict future performance in an educational program or occupational setting. However, some aptitude tests measure motor skills (e.g., eye-hand coordination or the time it takes to run a 40-yard dash). Scores on aptitude tests such as these are used to predict the examinee’s ability to learn (and use) desirable motor skills.
Achievement Test in Occupation:
Define Achievement Test:
Achievement test is a standardized test for measuring the skill or knowledge attained by an individual in one or more fields of work or study.
1. Miller Analogies Test (MAT):
The Miller Analogies Test (MAT) was first developed by Dr. W. S. Miller in 1926. Through the 1940s, the exam was administered to incoming graduate students at the University of Minnesota. The Miller Analogies Test (MAT) assesses both analytical skills and academic content that are critical to success in graduate education The test consists solely of 120 partial analogies and must be completed in 60 minutes. The test measures general knowledge about the humanities, natural sciences, mathematics, and social science. Of the 120 questions, 100 of them will count towards the final score and the other 20 are experimental. Test takers will not know which of the questions are experimental. Aptitude tests: The first modern intelligence test was developed by Alfred Binet and Theodore Simon in 1904, but that is just one type of aptitude test.(sometimes referred to as cognitive ability tests) are ability tests designed to assess your logical reasoning or mental ability. Aptitude test is a standardized test designed to predict an individual's ability to learn certain skills. Test Administration Most achievement, aptitude, and ability tests can be administered to a single person or to a group of individuals.
Aptitude Test in Occupation:
- Numerical Reasoning Test
- Critical Reasoning Test
- General Aptitude Test
- Inductive Reasoning Test
- Situational Judgment Test
- Diagramming Test
- Verbal Reasoning Ability
- Logical Reasoning Test
1. Numerical reasoning tests:
Supervised Numerical Ability &
Numerical Reasoning Tests
GRT1 - Graduate Reasoning
Numerical Ability Test
10 minutes in length. Administration needs to be supervised. Online administration only. Measures the ability to use numbers in a logical, efficient way. This assessment is appropriate for all jobs which require a fair level of numerical ability. Suitable for technical, graduates and managers.
ACER Professional Numerical Ability
Tests
20 minutes in length. 29 test items. Administration needs to be supervised. Paper based versions of the test, only. This numerical ability test measures ability with working out problems involving sequences, arithmetic reasoning, and number matrices. Suitable for professional positions such as managers, engineers and marketing professionals
2. Critical Reasoning:
Critical Reasoning is skill middle and senior executives need to have to enable them to think strategically and solve particularly complex problems often in an environment with a high level of uncertainty. It invented by Watson Glaser. Strong critical thinking is about being able to make logical decisions about information irrespective of your opinions on topics. There are psychometric critical thinking tests available that break down critical thinking into different components of the reasoning process. Niche Consulting has the following three critical thinking ability tests available:
Online Watson Glaser III Critical
Thinking Test
20 minutes in length. 40 test items. Administration can be unsupervised. Online version only. This ability test provides a breakdown of a person’s critical thinking and decision-making processes. This ability test looks at logical thinking and reasoning skills when dealing with written and verbal information. Useful in identifying key areas for development as it has 3 sub-test scores to analyse where critical thinking ability may be less strong. The three sub tests are: Recognize Assumptions, Evaluate Arguments, Draw Conclusions. Most often used at the middle to senior management level.
Hogan Business Reasoning Inventory
– HBRI Critical Thinking Ability Test
This test Invented by Robert Hogan. This critical thinking test has no time limit. Without a time limit it is not possible to check the speed of critical thinking as the candidate can take as long as they need to answer the items. 36 test items. Administration needs to be supervised. Online administration only. The HBRI is an ability test designed to evaluate Critical Reasoning, Strategic and Tactical Reasoning using three categories of business data.
- verbal information based on conversations, e-mails, and written reports;
- quantitative information that comes from tables, data in financial reports and statistical analyses: and
Schmidt (2011) also showed that the predictive validity of GMA (IQ) tests for on the job performance was higher than that of specific aptitude tests, even when those specific aptitudes are chosen to match important aspects of the job (such as spatial perception for mechanical jobs or numerical reasoning for financial jobs).
4. Inductive Reasoning Test:
Inductive reasoning tests are similar to diagrammatic or abstract reasoning tests. Our practice tests have been written specifically to prepare candidates and let them know what to expect in their real inductive reasoning tests. You should try a test now. Inductive reasoning tests are one of the most commonly used aptitude tests that come up during a job application. Inductive reasoning tests are standardized psychometric assessment tests that provide the employing organization with information about a candidate’s problem-solving abilities. This test is designed to measure a candidate’s ability to work flexibly with unfamiliar information and find solutions. people who perform well on inductive reasoning tests tend to have a greater capacity to think conceptually as well as analytically.
What do inductive reasoning tests
look like?
The most common form of inductive reasoning test involves spotting what patterns exist in a series of graphics. The patters are usually one of, or a combination of, the following: rotation; alternation, translation, reflection and replacement. If you practice you will learn to look for these transformations. If you think you have come up with the pattern, check it applies to every item in the sequence and you've found it. One of the reasons these tests are popular is they are entirely international; no language barrier exists as it is purely symbolic
5. Situational Judgment Test:
This type of aptitude tests usually aim to gauge your understanding in a given work-place scenario and critically assess your judgment in making the most appropriate approach to solving problems related to work and situations that may involve other co-workers, the management and or the whole company itself. Situational judgment test are standardized psychometric assessment tests that provide the employing organization with information about a candidate’s general ability to choose the most appropriate action in workplace situations. These tests are designed to measure a candidate’s ability to handle situations that they could encounter in the job that they are applying for.
6. Diagramming tests
Diagramming tests are often used in the area of Information Technology to assess skills needed in IT roles such as software engineers, systems analysts and programmers.
These psychometric diagramming tests measure the ability to follow complex instructions often in the form of coded symbols and use these like they would use programming commands. Often the diagramming tests ask the person to use a flowchart and series of rules to solve new problems with.
DIT6 – Diagrammatic Reasoning
35 mins, timed. 40 test items. Administration needs to be supervised. Paper based version only. This ability test assesses the ability to infer information from a symbolic system and to apply these rules to new situations. This test is a high level measure of symbolic reasoning ability and is especially relevant to roles that require the capacity to work through complex problems in a systematic and analytical manner such as systems analysis and program design.
7. Verbal reasoning ability
Verbal reasoning ability psychological tests come in all shapes and sizes. The right verbal reasoning test for the need is likely to be based on the level of verbal reasoning required. Some verbal reasoning tests are suitable for entry level staff, while others would only be suitable for senior management personnel. Verbal reasoning tests most often are assessing a person’s ability to logically analyze written information and make decisions, under time pressure. The ability to understand the meanings of words, sentences, and paragraphs and to use them effectively. Measures of this skill assess how well an examinee understands ideas expressed in words and how clearly he or she can reason with words. Some tests include separate subscales to measure components of verbal knowledge. For example, the ASVAB includes tests of word knowledge and paragraph comprehension. The WAIS-III, MAB, and SB5 contain vocabulary tests. The SB5 also includes the test Verbal Relations. The DAT contains the following tests: Verbal Reasoning and Language Usage: Spelling and Grammar
EAS7 – Verbal Reasoning Ability Test
(Version B)
5 minutes in length. 30 test items.
