Testing
Question 1: Psychological test as selection criteria can at best be a support to the interview process. Please evaluate
Answer: The purpose of psychological testing is to make more informed hiring decisions. Many companies consult outside companies to give and assess these tests in an effort to keep the tests unbiased and to help guard against lawsuits. Psychological testing is used to determine, in particular, the ability of potential employees to work under stressful conditions and to assess the potential of a prospective employee to handle the job effectively under those conditions. The use of psychological testing can lower the risk of a company being sued. One reason is that psychological testing can help reduce the number of problem employees. Psychological testing can be particularly useful for jobs with a high stress factor such as law enforcement, the medical field or firefighting because these tests can help determine a potential employee's abilities to work under stress. Such screening can help a company hire more suitable employees and save on the cost of high employee turnover.
Job Analysis acts as a basis for evaluating if a person is suitable for the position. Psychological tests done as part of the Occupational tests attempt to match ones interests with the interests of persons in known careers. The logic here is that if the things that interest somebody in life match up with, say, the things that interest most school teachers, then that person might become a good school teacher.
Personality tests attempt to measure your basic personality style and are most used in research or forensic settings to help with clinical diagnoses. There are specific clinical tests attempt to measure specific clinical matters, such as current level of anxiety or depression. Individual assessment involves the measurement of individual differences. Industrial Psychologists perform individual assessments in order to evaluate differences among candidates for
Answer: The purpose of psychological testing is to make more informed hiring decisions. Many companies consult outside companies to give and assess these tests in an effort to keep the tests unbiased and to help guard against lawsuits. Psychological testing is used to determine, in particular, the ability of potential employees to work under stressful conditions and to assess the potential of a prospective employee to handle the job effectively under those conditions. The use of psychological testing can lower the risk of a company being sued. One reason is that psychological testing can help reduce the number of problem employees. Psychological testing can be particularly useful for jobs with a high stress factor such as law enforcement, the medical field or firefighting because these tests can help determine a potential employee's abilities to work under stress. Such screening can help a company hire more suitable employees and save on the cost of high employee turnover.
Job Analysis acts as a basis for evaluating if a person is suitable for the position. Psychological tests done as part of the Occupational tests attempt to match ones interests with the interests of persons in known careers. The logic here is that if the things that interest somebody in life match up with, say, the things that interest most school teachers, then that person might become a good school teacher.
Personality tests attempt to measure your basic personality style and are most used in research or forensic settings to help with clinical diagnoses. There are specific clinical tests attempt to measure specific clinical matters, such as current level of anxiety or depression. Individual assessment involves the measurement of individual differences. Industrial Psychologists perform individual assessments in order to evaluate differences among candidates for