There is a growing need to professionally assess knowledge, skills, abilities, and attitudes of people. When you make crucial decisions based on the outcome of an assessment you have to be sure that the test is valid and reliable and administered in the most secure and fair manner.
Assessments can be used very effectively as a tool to:
Ascertain knowledge/skill gaps that need to be filled (diagnostic assessments)
Assist the learning process (formative assessments)
Affirm the extent of learning/knowledge/skills (summative assessments)
Assessment Test started in China in 605 AD, by the Sui dynasty. Called the imperial examination, it was used for recruitment in specific governmental positions. The test was abolished after 1300 years in 1905. By this time some other countries have started assessment tests in various forms to recruit. Today assessment tests are used by educational institutions, government organizations, corporate and so on.
We use various kinds of tests in areas of recruitment and promotion in companies. We also provide with consultation services on the same.
General Aptitude Test
Aptitude and ability tests are designed to assess your logical reasoning or thinking performance. They consist of multiple choice questions and are administered under controlled conditions. They are strictly timed and a typical test might allow 30 minutes for 30 or so questions. Your test result will be compared to that of a control group so that judgments can be made about your abilities.
You may be asked to answer the questions either on paper or online. The advantages of online testing include immediate availability of results and the fact that the test can be taken at employment agency premises or even at home. This makes online testing particularly suitable for initial screening as it is obviously very cost-effective.
Aptitude and ability tests can be classified as speed tests or power tests. In speed tests the questions are relatively straightforward and the test is concerned with how many questions you can answer correctly in the allotted time. Speed tests tend to be used in selection at the administrative and clerical level. A power test on the other hand will present a smaller number of more complex questions. Power tests tend to be used more at the professional or managerial level.
Aptitude tests might assess:
Verbal Ability, Numeric Ability, Abstract Reasoning, Spatial Ability, Mechanical Reasoning, among many more.
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