Job Aptitude Test Key Terms
Learn about assessments used by employers to test skills and knowledgeJob aptitude tests are used by employers to screen potential applicants and to determine if an applicant's level of skill or knowledge might be a good fit for the job and company. Some employers might use job aptitude tests as an initial screen before an interview is offered, while others might use the aptitude tests as a supplement to the interview process. Areas that can be tested are: verbal ability, math skills, abstract reasoning or even spatial ability. Areas tested are dependent on the skills and knowledge required for the job. The following are some terms related to job aptitude tests to help you understand these important assessments for your career.
Psychometric tests, aptitude tests
Career assessment testsCareer assessment tests are related to job aptitude tests, but include a person's interests and attitudes related to the job search. Career assessment tests can include aptitude tests, interest inventories and personality tests, with the goal of helping a job seeker find the best fit.
Cut-off scoreA cut-off score refers to the lowest score that an employer will consider for employment. This score is generally decided upon by the employer and it is the score at which job applicants are either dismissed (below the cut-off) or are considered (above the cut-off).
In tray, inbox assessmentA variation of a job aptitude test, an in-tray assessment is a simulation of a job in which an applicant is to sort and work through an inbox or in tray. It allows employers to see how an applicant prioritizes and manages different aspects of the job.
Test validityA test is considered valid if it actually measures what it is supposed to measure. This means that the test has been validated against standards or set criteria. A valid pre-employment aptitude test should measure skills and behaviors that are representative of the actual work.
Rank orderingRank ordering refers to how job aptitude tests are ordered for the selection process of new employees. Applicants who rank in the top of scorers are selected for either an interview or for hire.
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