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TYPES OF TESTS FOR SELECTIONTests are classified into many types. Some of them are: (i) Aptitude tests (ii) Achievement tests(iii) Situational tests(iv) Interest tests(v) Personality test(Vi) Intelligence test(VII) Psychomotor test1.Aptitude Tests: These tests measure whether an individual has the capacity or latent ability to learn a given job if given adequate training. Aptitudes can be divided into general and mental ability or intelligence and specific aptitude such as mechanical, clerical, manipulative capacity etc.Mechanical Aptitude Tests: These tests measure the capacities of spatial visualization, perceptual speed and knowledgeof mechanical matter. These tests are useful for selecting apprentices, skilled, mechanical employees, technicians etc.Clerical Aptitude Tests: Measure specific capacities involved in office work. Items of this test include spelling, computation, comprehension, copying, word measuring etc.Aptitude tests are used to predict how well you can perform a particular job or task. They examine your potential by testing aptitudes that are relevant to the job or task in question. They are usually timed against the clock. They may test:a.spatial awareness (dealing with diagrams and three-dimensional shapes). B. verbal reasoning. C. numeracyd)problem-solving and e) manual dexterity or hand/eye co-ordination.2.Achievement Tests: These tests are conducted when applicant claims to know something as these tests are concerned with what one has accomplished These tests are more useful to measure the value of specific achievement when an organization wishes to employ experienced candidates. These tests are classified into: Job Knowledge test; and (b) Work sample test. a.Job Knowledge Test: Under this test a candidate is tested in the knowledge of a particular job. For example, if a junior lecturer applies for the job of a senior lecturer in commerce, he may be tested in job knowledge where he is asked questions about Accountancy principle, Banking, Law, Business Management etc.b.Work Sample Test: Under this test a portion of the actual work is given to the candidates as a test and the candidate is asked to do it. If a candidate applies for a post of lecturer in Management he may be asked to deliver a lecture on Management Information System as work sample test. Thus, the candidate’s achievement in his career is tested regarding his knowledge about the job and actual work experience.3.Situational Test: This test evaluates a candidate in a similar real life situation. In this test the candidates is asked either to cope with the situation or solve critical situations of the job.