TABLE OF CONTENTS Discuss the advantages and difficulties of using ability, aptitude and performance tests.
You may have come up with some of the following advantages:
Research has shown a reasonable prediction rate in comparison with other selection methods (0.54).
Tests are usually not too difficult to design for specific jobs and relatively easy to judge especially on a comparison basis.
The tests provide objective and predictive data to be followed up at the subsequent interview.
Fair employment policies are demonstrated by introducing objective data into the proceedings.
By using an effective test, it provides a professional image for the organisation.
For off-the-shelf tests, large quantities of comparative data are available to aid judgement.
Paper and pencil tests can be taken up at any location and are generally not too expensive.
The test can be identified as a useful forecast for the candidate of the nature of the work.
It gives additional confidence to successful candidates who recognise that the selection process is professional.
The test can eliminate candidates who are not easy to train, a facet that is difficult to identify otherwise.
A number of tests have now been introduced in computer mode so that candidates simply press the appropriate key for their answer. This means that the test is assessed very quickly indeed.
Here are some of the difficulties which may be encountered:
Many tailor-made tests are amateur and untested themselves, utilised to justify personal decisions.
Tests continue to be found to be...
