Tests In The Military

The military has a very streamlined and detailed process for processing new recruits into vacant jobs. Their process involves a physical examination to assess their individual ability to physically perform the job. It is also involves an extensive aptitude test for both enlisted an officers. This test focuses on a variety of areas to include mechanical knowledge, technological knowledge, cognitive and analytical ability, and other important areas for performance related to various jobs. The test is graded in all the areas individually. The scores are examined against possible jobs available. Each job had minimum standards for each tested area. FI an individual fails to meet one of the minimal requirements they are not qualified for the job. They always have the chance to retake the test and rise their score to the ore desirable level if they desire a specific job. Enlisted members may take the test several times. While officers are most often limited to two tries. If someone decides at any point during their career that they want to switch to a different career field the above rules still apply. They will not be put there based on time in the military, but based on their qualifying test scores.
These are supposed to be factored into the job offering that the recruiter shows the potential recruit. However, I don’t know of many people who have actually experienced this. I often find that the recruiter bases job selection off of the ability test and not off of the personality test. I think that this a big mistake, and it is reflective with the high rates of people not reenlisting or staying for full careers. Most often people are sold on a job that the recruiter needs filled even though they don’t have a personality that fits the culture and attitude of their