Type of test

We can classify test according to whether they can measure about cognitive abilities (mental),
motoric and physical abilities, personality and interest, and the last is achievement.
1. Test of cognitive abilities.
The cognitive abilities test including two tests both of that test correlated to cognitive
abilities some people. The first test is reasoning ability for intelligence and the second test is
specific mental abilities for memory and inductive reasoning.
a. Intelligence test.
Intelligence tests are the tests of the general intellectual abilities and the test of abilities
not measure for one thing but they measure for several abilities including memory,
vocabulary, verbal fluency, and numerical ability.
The test often for measure employee where would to hiring by the corporation
administered test like the Stanford-Binet test or the Wechsler test.









Picture of Stanford-Binet test

b. Specific cognitive abilities.
This test also measure of specific mental abilities, such as inductive and deductive
reasoning, verbal comprehension memory, and numerical ability. Psychologists often call
such tests aptitude tests. Usually this test for the employee works in engineering or
designer.



2. Test of Motor and Physical Abilities.
Motoric and physical abilities also must you measure for hiring the employee. Motor
and physical abilities, such as finger dexterity, manual dexterity, and reaction time (pilots). The
one example of that test is the Crawford Small Parts Dexterity. It measures the speed and the
accuracy of simple judgment as well as the speed of finger, hand, and arm movement.


Crawford Small Parts Dexterity

3. Measuring Personality and Interest.
Personality tests measuring basic aspect of an applicant personality like introversion,
stability, and motivation.

a. Caveats.
This type of test analyzing the test takers interpretations and reactions and infer from
them his or her personality. The usefulness of such test for selection assumes that you can
find a relationship between a measurable personality trait and success on the job. This test
also measuring aberrant and erratic behavior is a particular challenge.

b. Effectiveness.
A recent review of personality testing reached several conclusions. Employers are
making increased use of personality testing. The weight of the evidence is that personality
measures contribute to predicting job performance. And, employers can reduce the
possibility of personality test faking, by warning applicants that faking may reduce the
chances of the person being hired.

c. Interest inventories.
Strong Campbell inventory would receive a report comparing his or her interest to
those of people already in occupations like accounting, engineering, or management. If you
can select people whose interests are roughly the same as those of successful incumbents in
the jobs for which you can recruited, it is more likely that those applicants will be successful.




4. Achievement Test.
Achievement test measure what a person has learned. Most of the tests you take in
school are achievement test. They measure the job knowledge in areas like economics,
marketing, or human resource. The others example of this test are available are job knowledge,
achievement test measure the applicants ability like typing test is one example.