During the past decade, employment offices, businesses and multinationals have started to depend mainly on the various ability tests to assess and select the most appropriate candidates for the job.
Applicants with a high IQ level are often rejected based on the results gained from the various skill tests, and it is most likely for the person to feel offended or even wronged. At such a moment it is normal for them to blame this method of testing which holds them incompetent for the job even though their academic performance has led them to think otherwise. So, is the ability test a sound way of judging candidates with different IQ levels?
Applicants and fresh graduates should accept this method of testing as a valid screening process as psychological experts have designed it over time. Familiarizing with the concept and preparing for the tests through various online resources is the best way of dealing with this situation.
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Consider ability testing as a way to showcase your abilities besides your knowledge. Here are a few things that you have to be careful about.
There are other viable forms of pre-employment assessments that you could be asked to take.
Performance Assessment Tests
These peer-to-peer tests require you to give open-ended responses about real tasks that you would have to complete if you were hired. They can be finished online, which means that you can take them in an environment that makes you comfortable.
These may be the most well-rounded of all pre-employment testing options. Examples like the DiSC test and the Meyers-Briggs Type Indicator, give a future employer insight into your core personality traits and help them to assess how well you will work with current employees and fit the company ethos. They can create personality profiles for the job, and see whether your personality type matches that pattern.
These tests are mostly conducted where technical fields are involved. They help in demonstrating the candidates’ experience and competency level in their specified area.
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