Cognitive aptitude tests are administered through a measure of intelligence based on job-related qualities such as paying attention to details.

Employee assessment tests are administered in different ways.  Cognitive aptitude tests are administered through a measure of intelligence based on job-related qualities such as paying attention to details. They are useful for every job level and specification. Personality tests are most common and are designed to measure a candidate on specific personality traits relevant to job performance.  Integrity test s, on the other hand, measures the particular traits or behaviors tendencies of an individual. It evaluates the reliability, honesty, integrity and rule adherence behaviors of an employee, among others. Skill tests assess the employee’s proficiency with the skills acquired from prior experiences. Physical ability tests measure the general strength and endurance capabilities of the employee. They are necessary to ensure the safety of the employee when at work.

Cognitive aptitude tests have predictive validity in that they are twice as predictive as job interviews, thrice as work experience and four times as predictive as educational levels. A study by Reddock et al. 2011 shows the validity of personality tests and how a Frame-of-Reference can help improve validity.  The validity of most types of tests can be generalized for specific tests, primarily cognitive aptitude, across different jobs. Cognitive ability testing is not situation-specific and is usefully relevant to predicting performance. Personality test has content validity as it covers areas such as extraversion, openness, and agreeableness.

Cognitive aptitude tests are the most reliable and create the greatest value when selecting employees.  They are the best ways of predicting job performance. Personality tests fall rated as second as they determine an individual (Silverstein, 2019). The behaviors affect the job performance of the individual. In the third place are integrity tests, which are part of the personality test. They measure specific action and add value in that essential job characteristic, such as honesty.  Skill tests and physical ability tests come in last as they are based on the individual’s experience and strength and endurance. They do not dictate the kinds of decisions an individual will make

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