Psychological tests to measure specific abilities, such as mechanical or clerical skills. Sometimes these tests must be specially designed for a particular job, but there are also tests available that measure general clerical and mechanical aptitudes. An example of Aptitude test is the Minnesota Clerical Test; it is a 15-minutes individual or group test in two parts: number comparison (matching 200 pairs of numbers) and name comparison. Applicants are instructed to works as fast as possible without making errors. The test measures the perceptual speed and accuracy required to perform various clerical duties. It is useful for any job that requires attention to detail in industries such as utility companies, financial institutions, and manufacturing. An aptitude test is designed to assess what a person is capable of doing; to predict what a person is able to learn or do given the right education and instruction. It represents a person's level of competency to perform a certain type of task. Some examples of aptitude tests include:
A test assessing an individual's aptitude to become a fighter pilot A career test evaluating a person's capability to work as an air traffic controller A test given to high school students to determine which type of careers they might be good at Unlike achievement tests, which are concerned with looking a person's level of skill or knowledge at any given time, aptitude tests are instead focused on determining how capable of a person might be of performing a certain task.
A personality test is a questionnaire or other standardized instrument designed to reveal aspects of an individual's character or psychological makeup. Personality Test topics
Distinction between individual and group tests:
Individual Tests: A test can be said individual test in the sense that they can be administered to only one person at a time. Many of the tests in...
Please join StudyMode to read the full document