The Internet Testing ( Uit )

Cohen, R. J., Swerdlik, M. E., & Sturman, E. D. (2013). Psychological testing and assessment: An introduction to tests and measurement (8th Ed.). Retrieved from The University of Phoenix eBook Collection database.

This study examined administration and scoring errors made by graduate students when administering the Woodcock-Johnson III Tests of Cognitive Abilities (WJ III COG). In the past studies have been conducted on graduate student errors made on other assessment of cognitive abilities, such as the Wechsler Scales. This study's findings were similar to previous studies.

One of the most important findings, which has found acceptance in recent psychological research, is that testing cognitive ability is valid for a variety of different jobs. Personality tests and skills provide valuable information for certain well-defined positions, such as seller, buyer and worker in routine production. The interviews to study the person, carried out by expert psychologists are also useful when simpler

This test is used eliminates candidates potential to use mental processes to solve work-related problems. Validity test is a general cognitive test that is good predictors if the candidate is able to perform the job; however, more complex jobs the better test results the tester will have. This test has demonstrated to produce many valid outcomes such as performance and successful training as well as predict job performance for complex jobs. One of the disadvantages to this type of test is that it is time consuming to develop if not purchased off of the

Bornstein, R. F. (2007). Toward a process-based framework for classifying personality tests [Peer comments on the journal article “Advancing personality assessment terminology: time to retire ”objective“ and ”projective“ as personality test descriptors” by G. J. Meyer, & J. E. Kurtz. Journal of personality assessment, 2 (89), 202-207.

Unfortunately, many employers have two avenues in the realm of privacy issues in which they can legally and “morally” use personality tests. “It should be noted, however, that two defense are available for employers in actions for invasion of privacy. The first is when the applicant or employee consents to the use of personality testing. The second is when the employer can show qualified privilege, meaning that testing results were disclosed as a necessity of making a job-related decision.” (Mello, 625) In many cases, these two options apply and privacy laws cannot restrict an employer from exercising such testing in the workplace or in the hiring and firing process because personalities are not a protect class under Title VII. Therefore, the next question is to determine if the action by the employer to use personality testing and emotional intelligence results is a good workplace ethic and if there are any employee ramifications for partaking in the activity.

The MBTI differs from the more traditional testing and measuring traits, such as intelligence quotient (IQ) testing, in that the MBTI assesses individuals, and then classifies them into specific “types”. Although originally published by the Educational Testing Service, the MBTI protocol is currently controlled and published by the Consulting Psychology Press (CPP). To keep up with changing social standards and norms, CPP continually seeks to improve the MBTI, and as such the assessment is constantly in flux. In years past, there was only one set of official assessment questions. That has changed over time, and at present there are four unique versions of the assessment.

Norm-referenced tests are a powerful tool to bring dimension to testing data. These types of tests are used by many different populations and to test many different things but ultimately they are used to answer the question, “How are we doing in relationship to the general population?” With so much riding on the results of these tests, there has been much speculation about fairness and validity of these tests. The focus that follows is on critiques of the SOMPA, the LPAD, the WISC, and The Stanford Binet-Intelligence Scale tests and what experts say about the ability of these specific tests to produce test results that are nonbiased.

The advantages of relying on tests or assessments to select the best job candidate is highly dependent of whether or not the assessment measures the most influential business outcomes for the company doing the hiring. It is important to remember that evaluating candidates is not the primary goal when using assessments. Improving performance outcomes of employees is the ultimate goal of choosing and using the most effective assessment. Companies are in business to increase their bottom line. Learning about their potential employees and

Companies have started to use personality tests in the past five years so that they can find a potential employee’s strengths and weaknesses. If questions and answers are quite accurate and test is done properly it can help an employer to find more about person’s advantages and disadvantages. It is very important to know because one of the most important points is that most of personality tests help to recognize unqualified candidates. “Although experts warn that many personality assessments don't deliver what they promise, legitimate scientifically validated tests are helping employers evaluate job candidates to select those best suited for particular positions. Other tests are designed to measure intelligence, honesty, management aptitude and other qualities.”

581-586, 2011). This addition of subtest and composite scores allows for an examination of strengths and weaknesses in individuals and when used in combination with other assessment instruments, like the Wechsler Individual Achievement Test Third Edition (WIAT-III), an individuals general cognitive ability as calculated by the WAIS-IV can be compared to additional more specific areas of functioning to distinguish unforeseen patterns of strengths or deficits (Climie & Rostad, pp. 581-586,

There comes a time when we all come across a specific test such as school tests, driving test, or even as simple as food tasting test. However, there is a difference between regular tests and testing’s when referring to psychological testing. There are several different psychological tests that many psychiatrists, psychologists, and school counselors use to determine certain abilities, however each of the tests are used for a specific purpose. It is vital for the individuals to contain high knowledge of the tests before applying it to others.

DESCRIPTION. The Universal Nonverbal Intelligence Test (UNIT) is an individually administered test consisting of tasks designed to measure the general intelligence and cognitive abilities (manual, p. 1). The test is designed to assess individuals from age 5 to 17 years. The test is entirely nonverbal, thus it is especially suitable for “children and adolescents who have speech, language, or hearing impairments; color-vision deficiencies; different cultural or language backgrounds, and those who are verbally uncommunicative” (manual, p. 1). The examiner uses relatively universal hand and body gestures to provide directions and indicate responses. The test includes demonstration items where the examiner indicates how to complete an item, sample items where examiner feedback is permitted, checkpoint items where the examiner can correct the incorrect responses, and scored items which do not allow for examiner feedback (manual, p. 2).

Usability testing is a technique used in user-centered interaction design to evaluate a product by testing it on users. This can be seen as an irreplaceable usability practice, since it gives direct input on how real users use the system.[1] This is in contrast with usability inspection methods where experts use different methods to evaluate a user interface without involving users.

Woodcock Johnson Tests of Cognitive Abilities Third Edition It’s comprehensive battery is strong and well normed. Client can pick and choose the subtests. Limitations: This is an expensive test to administer and it is cumbersome to get full picture of client in one hour with this tool.