Application Taking/Testing

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.

Specific 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.

Knowledge 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.

Work-Sample 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.

Interest 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.