Career Assessments Key Terms

Arm your human resources department with the knowledge of career assessments key terms
By Jess Buskirk Because of its psychological and sociological nature, career testing is accompanied by various career assessments key terms. These key terms often pop up in psychology and sociology journals and research, and it's beneficial for you to learn what these terms mean in order to purchase the best career assessment tools for your company.

In addition to learning the psychological jargon of career assessment testing, it's also important to know the difference between hiring a career assessment provider and purchasing career assessment software. Understanding key terms such as "criterion-related validity" and "psychometric testing" will allow you to make an informed decision when it comes time to choose between the two. When learning career assessments key terms, consider the following:

1. Know how criterion-related validity applies to job assessment tools.

2. Review the benefits of career aptitude and psychometric testing.

3. Learn what is included in pre-employment testing.

4. Read about the benefits of career assessment software.

Learn about the criterion-related validity of career assessments

Much research has been done on the accuracy of career tests. The criterion-related validity of a job assessment is the statistical analysis of how well the assessment predicted future job performance. When hiring a career test vendor, asking for the test's criterion-related validity can ensure you're purchasing a test that will provide accurate results.
Try:  Learn more about how to request criterion-related validity information from a test vendor at Work Skills First. The website also offers questions you should ask a test vendor before purchasing their services. Read more about all measurement validity types and learn where criterion-related validity fits into the spectrum at the Web Center for Social Research Methods.

Know what is meant by career aptitude assessment

Some job assessments measure the aptitude, sometimes referred to as intelligence quotient, of applicants. Career aptitude assessments measure the learning ability of the applicant and predict how well the applicant will perform specific job duties. Aptitude tests are also psychometric tests, although true psychometric tests analyze the applicant's personality.
Try:  Read more about measuring aptitude at Practical Assessment, Research & Evaluation. The peer-reviewed journal article discusses aptitude testing of students but it is also relevant to employee testing. Find examples of aptitude and psychometric tests at the University of Kent.

Review information on pre-employment career tests

Successfully passing a pre-employment career test is a requirement for many human resources departments. These tests can include drug, physical, skill and career aptitude tests. The cost of pre-employment testing is an important factor to consider. Some companies administer the tests as the final step of the hiring process to avoid the expense of test multiple applicants.
Try:  Read an example of what one organization includes in its pre-employment testing at North Carolina State University. Consider providing potential employees with a similar explanation prior to their pre-employment testing. Read more about pre-employment testing at Dominion. The company also offers examples of its pre-employment tests.

Become familiar with computer software career assessment tools

When deciding on how to administer a career skills assessment, you must decide on whether to hire career assessment providers that conduct the testing on a contractual basis or to purchase career assessment software that allows your HR department to conduct the testing in house. Before making a decision, familiarize yourself with what is included in career assessment software and how to effectively use it.
Try:  Learn more about career assessment software at Halogen Software. Read an article about whether career assessment software can benefit your human resources department at Vault.

• When hiring the services of career assessment providers, ask for references. HR departments that have previously used the provider's services will be able to testify to the tests' accuracy.