Aptitude tests are designed to predict the potential an individual has to perform a job or specific tasks within a job. They can cover such areas as clerical, numerical and mechanical aptitude, and dexterity.
They may come in the form of well-validated single tests, or as a battery of tests such as those developed some years ago by a the British National Institute of Industrial Psychology for selection apprentices.All aptitude tests should be validated properly. The usual procedure is to determine the qualities required for the job by means of a job analysis.
A standard test or a test battery is then obtained from a test agency. As an alternative, a special test is designed then given to employees already working on the job and the results compared with a criterion, usually supervisors’ ratings. If the correlation between tests and criterion is adequately high, the test is then administered to applicants.
Further validation of the test requires a follow-up study of the job performance of the applicants selected by the test. Attainment tests measure abilities or skills that have already been acquired by training or experience such as a typing test. It is easy to find out how many words a minute a typist can type and compare that with the standard required for the job.
A standard test or a test battery is then obtained from a test agency. As an alternative, a special test is designed then given to employees already working on the job and the results compared with a criterion, usually supervisors’ ratings. If the correlation between tests and criterion is adequately high, the test is then administered to applicants.
Further validation of the test requires a follow-up study of the job performance of the applicants selected by the test. Attainment tests measure abilities or skills that have already been acquired by training or experience such as a typing test. It is easy to find out how many words a minute a typist can type and compare that with the standard required for the job.
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