General Ability Tests - Typically measure one or more
broad mental abilities, such as verbal, mathematical,
and reasoning skills. These skills are fundamental to
success in many different kinds of jobs, especially
where cognitive activities such as reading, computing,
analyzing, or communicating are involved.
Ability Tests - Include measures of distinct physical
and mental abilities, such as reaction time, written
comprehension, mathematical reasoning, and mechanical
ability, that are important for many jobs and occupations.
For example, good mechanical ability may be important
for success in auto mechanic and engineering jobs; physical
endurance may be critical for fire fighting jobs.
Tests - Typically involve specific questions to determine
how much the individual knows about particular job tasks
and responsibilities. Traditionally they have been administered
in a paper-and-pencil format, but computer administration
is becoming more common. Licensing exams for accountants
and psychologists are examples of knowledge tests.
Performance Tests - Require the individual to actually
demonstrate or perform one or more job tasks. These
tests, by their makeup, generally show a high degree
of job-relatedness. For example, an applicant for an
office-machine repairman position may be asked to diagnose
the problem with a malfunctioning machine.
Assessments - Involve completing a personal inventory
that includes information on an individuals interests
such as people, places or things. Areas of work such
as business and clerical, medical, trades and industry
etc. Physical strengths such as light work, medium work
or heavy work. Physical capabilities such as climbing
or balancing, seeing, speaking or hearing etc. Working
conditions that are preferred such as inside, outside
or both. Education including the level of education
the individual may have. Situations and Temperaments
including accuracy, creativity, directing, evaluating,
interaction, logic etc.