page 3 (chapter 5) Flashcards
what are the 6 different types of test types
aptitude test
interest inventories
achievement test
cognitive ability
personality test
integrity test
what is an aptitude test
assess an individual’s potential skills, basically who has natural skills for the job
what is an interest inventories
tests to see what career one wants to go to
what is the achievement test
assesses an individual’s existing knowledge, basically seeing how good someone already is at something
what is the cognitive ability test
a test of a general level of intelligence
what is an example of a cognitive test
wonderlic personnel test
what is the wonderlic personnel test
50 question multiple choice in 12 minutes to see someone’s ability to make quick decisions
what are the pros of the wonderlic personnel test
best predicter of job performance
fast and easy to administer so not taxing on resources
strong predictor of job trajectory and one’s ability to get promotions
what are the cons of the wonderlic personnel test
test – takers may have negative reaction if they do poor
adverse impact on a minority group
why may test takers of the wonderlic personnel test have a negative reaction
the test is frustrating and difficult
why may the wonderlic personnel test have an adverse impact on a minority group
studies have shown that minorities score much lower
what is the personality test
a test of to what degree an individual possesses a certain trait
what is an example of a personality test
big five personality model
what are the big five personality model
(OCEAN)
openness to experience
conscientiousness
extraversion
agreeableness
neuroticism
what is openness to experience
curious, creative, openminded
what is conscientiousness
organized, responsible, efficient, high job performance
what is extraversion
sociable, assertive, energetic
what is agreeableness
compassionate, kind, caring
what is neuroticism
anxious, insecure, easily stressed
low scorers are emotionally stable
what are the advantages of the big five personality model
predictive of job – relevant behaviors and tendencies
fast and easy to administer
how is the big five personality model predictive of job relevant behaviors and tendencies
openness to learn results in easy to train
how is the big five personality model fast and easy to administer
standardized test and isn’t taxing on time and financial resources
what are the limitations of the big five personality model
susceptible to faking and social desirability responding
how is susceptible to faking and social desirability responding a limitation of the big five personality model
want to show the company they possess the good qualities and people will exaggerate the good and unexaggerated the bad
