What Is a Competency Test?

The ability test is designed to assess the potential of an individual's work. Assessment of abilities is often done through intelligence tests, including the Wechsler Adult Intelligence Test and the Stanford-Binette Intelligence Test. This series of tests is often used to predict whether a person is capable of performing a job under certain circumstances.

The ability test is designed to assess the potential of an individual's work. Assessment of abilities is often done through intelligence tests, including the Wechsler Adult Intelligence Test and the Stanford-Binette Intelligence Test. This series of tests is often used to predict whether a person is capable of performing a job under certain circumstances.

Chinese name

Ability test

Applicable subject

psychology

Ability Test Introduction

Ability test, also known as cognitive test, refers to the evaluation of a person's or a group's ability. This ability can be the actual ability currently available, or the potential ability that may be in the future; it can be a general ordinary ability, or some special ability, such as music, art, sports and other special abilities. ^[1]

Ability Test Method in Ability Test Recruitment

Aptitude test

The ability test is designed to assess the potential of an individual's work. Assessment of abilities is often done through intelligence tests, including the Wechsler Adult Intelligence Test and the Stanford-Binette Intelligence Test. This series of tests is often used to predict whether a person is capable of performing a job under certain circumstances. There are many forms of competency tests, including: different competency tests, Flanagan competency level tests, overall ability tests, and employee ability tests. Because these are standardized test questions, they are not only effective for a particular job, but they have high reliability and universality, and can be applied to many jobs, especially when more professional tests are needed.

Another type of ability test is called a psychological test, which measures the degree of coordination between mental and physical strength. The two most widely used psychological tests are the McQueen Mechanical Ability Test and the O'Connor Hand Flexibility Test. The former tests personal skills such as description, typing, copying, positioning, tapping, and tracking. It can be used to select aviation machinery. Positions such as division or stenographers are effective. The latter is valuable for selecting sewing machine operators, dentists, and other occupations that require flexible operation by hand.

The last type of ability test is the personal ability test and the interpersonal relationship test. The career cycle survey in the personal ability test mainly assesses whether individuals can make decisions in a timely and appropriate manner, and strives to put the plan into effect. These include five aspects of ability tests: invention problems, planning career information, self-awareness, and goal selection. The higher the score in the five ability tests, the more likely an individual is to obtain higher satisfaction in his career. And achieve greater job performance. The interpersonal relationship test mainly tests an individual's ability to socialize. It mainly includes intelligence factors related to social information and non-verbal information. It focuses on the personal feelings, thoughts, habits, motivations, emotions, intentions, and interactions with others in interpersonal communication.

Aptitude test achievement test

The achievement test is based on the individual's level of response to the test questions to predict future job performance. Every test must be effective for an organization, and making achievements effective is a fairly simple process. Because the achievement test has almost become a case of specific work, it should also be noted that the employment of personnel based on the score of the achievement test should not include those who do not have the opportunity to obtain technical knowledge in a certain area. It should also be noted that there are some achievement tests that are not very relevant to work today.

Aptitude test

The written score test is mainly used to evaluate the job candidates' grasp of the theoretical knowledge, and there are many specific applications, so it seems that it is not very relevant to the job. For example, maybe when you take a theoretical exam about tennis knowledge, you score high, but in fact you play tennis badly. Although there are many shortcomings in written test scores, they can continue to be widely used in many fields because they are recognized by the public. For example, if you want to be qualified for the legal profession, you must first pass the bar exam, and if you want to get medical treatment, you must first get the medical committee's approval, or at least be considered relevant. Of course, job relevance is the necessary legal basis for an organization to select personnel using a written performance test (or other test).

Another is called job simulation, also called job sampling test, which requires job applicants to demonstrate their language and behavioral abilities in a specific environment under certain supervision. Job sampling tests often provide job secretarial jobs to candidates. For example, letting job applicants type a letter in the office where they will work. Although there are some factors in the job sampling test, the main reason is that the selection process requires a certain amount of pressure and urgency on the job applicants. The practicality and effectiveness of the current work sampling test has led to its widespread application.

For some specific jobs, pressure and urgency are sometimes not thought to be created, such as the managerial job within a certain time limit. Therefore, the job sampling test is designed for this type of job. The challenge now is to create a realistic environment for job candidates to demonstrate their talents. In this test, the work situation and a series of problems will be written on a piece of paper and placed in a basket. These issues can involve various types of groups-colleagues, subordinates, and people outside the organization. Job seekers must first rank these issues in order of importance, and sometimes require specific measures to be written. In the test, everyone was given a certain time limit and occasionally interrupted by phone calls in the middle to create a more stressful and stressful environment.

Other job sampling tests used to select managers are non-leader group discussions (referred to as LGD) and business competitions. In non-leader group discussions, all job seekers must sit down at a round table and have a Discuss a given topic. For example, in a non-leader group discussion, IBM required everyone to give a five-minute introduction to the candidate to be promoted (often a fictional character), to express their views, and then debate in the discussion. Business competitions are all living cases, and individuals are also required to make decisions on such cases as if they were official documents. In the process of selecting managers, both the document processing method, the non-leader group discussion method and the business competition method are valuable. Therefore, in the personnel evaluation center, these three methods are often used together.

Aptitude test

Cognitive tests are commonly used in recruitment examinations for professions such as advertising or modelling. At the interview, job applicants need to bring their work or work in progress. However, because some works do not reflect the background and conditions of the creation, some organizations insist on looking at some records and written comments of job applicants while in school. In short, the cognitive test is mainly used to examine the past behavior and job performance of job applicants.

Aptitude test and personality test

They differ from other types of quizzes in that their answers are not right or wrong. Several of the most representative personality orientation tests are the Edwards Personal Preference Scale, the California Psychological Test, the Gordon Personality Test, the Thurston Temperament Measurement, the Zimmerman Temperament Quality, and the Minnesota Career Tendency Test. For the time being, the use of personality test in the selection process is still limited, but once the selection decision is made and it is used for personnel placement and career design, it is still very valuable. The interest test can help the organization Carry out job placement, in which the Tesslang occupational interest questionnaire and Ku Jie's personal preference records are two representative interest tests. Using the results of the survey of job applicants' interests, although it is not possible to predict their future job performance, it can predict which occupation type is more suitable for the personal interests and hobbies of the job applicant. Many people have measured their personal ID numbers in high school to predict what type of work they are suitable for. Ku Jie's personal preference measurement table classifies occupations into ten types-outdoor work, medicine, statistics, education, art, literature, music, social services, and teachers. It is subdivided into specific jobs in ten major occupation types. Care must be taken in the application of these interest tests, because it is not possible to predict the future job performance of individual job seekers with extreme accuracy, nor can it always be very effective in helping people determine which particular one to choose among many occupation types. jobs.