There are hundreds of employment tests on the market that measure attributes, from basic personality traits to specific skills, such as analytical, clerical and technical. General cognitive ability tests measure a job candidate's aptitude or ability to quickly acquire job knowledge and perform job-related tasks (Barclay, 1999). Personality and reasoning tests measure an individual's pattern of thinking, feeling, and behaving (Barclay, 1999). Pre-employment integrity tests are designed to identify job applicants who are likely to steal, lie, or use illicit substances (Barclay, 1999). Management tests predict a person's potential for success as a supervisor, middle manager, or senior executive. (Barclay, 1999). All of these tests serve a elemental purpose for the employer in the selection process.
There are many tests that are used by employers in an effort to ensure they are adding a beneficial addition to their employment forc...
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...fair assessment, it is essential to take all assessment tools into consideration. No candidate should be hired solely based on the outcome of one of these tools but a combination of all of them.
Barclay, J.M. (1999). Employee selection: a question of structure. Personnel Review, 28(1/2), 134-151. Retrieved February 24, 2011, from ABI/INFORM Global. (Document ID: 116360242).
Dessler, G. (2011). A Framework for Human Resource Management (6th ed.). Upper Saddle River, NJ: Prentice Hall.
Lombardi, L. (2009, October). A LEARNING LESSON IN SELECTING TALENT. LIMRA's MarketFacts Quarterly, 28(4), 69,77. Retrieved February 28, 2011, from ABI/INFORM Global. (Document ID: 1949104241).
McGinn, D. (2003, June). Testing, testing: The new job search. Newsweek, 141(23), 36-37. Retrieved February 25, 2011, from ABI/INFORM Global. (Document ID: 349514251).
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