Why is the use of general mental ability (gma) tests for selection to be approached cautiously?

Q1:
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Which of the following is described as an aptitude test A)Comprehensive Ability Battery (CAB) B)Work Personality Index (WPI) C)Wonderlic Personnel Test D)Otis-Lennon Mental Ability Test
Q2:
Suppose you are seeking an individual with quick finger dexterity for a keyboard operator position.In which of the following categories would dexterity be classified A)aptitude B)attribute C)skill D)ability
Q3:
How can you avoid the adverse impact of cognitive ability tests A)Use common sense. B)Carry out structured interviews. C)Employ aptitude tests. D)Do field investigation.
Q4:
If a manager requires an applicant to have the ability to get things done without the help of others, what test would measure this A)a general cognitive ability test B)a practical intelligence test C)a multiple aptitude test D)a tacit knowledge test
Q5:
Which term refers to intelligence, general mental ability, or intellectual ability A)job knowledge B)cognitive ability C)general knowledge D)personal trait
Q7:
Which one of the following criteria does NOT need to be met to be accepted as a professional testing standard A)Tests must be reliable and valid. B)Tests must be fair and unbiased. C)Tests must have utility. D)Tests must be cost effective.
Q8:
Which of the following concepts refers to an enduring, general trait or characteristic on which people differ and that they bring to a work situation A)aptitude B)attribute C)ability D)attitude
Q9:
What is psychological testing NOT used for A)to hire applicants B)to classify applicants selected into the most appropriate positions C)to assist in screening applicants D)to identify applicant needs for training
Q10:
In which of the following tests is each candidate is required to respond to a standardized set of short reports, notes, telephone messages, and memos of the type that most managers must deal with on a daily basis A)work profile questionnaire (WPQ) B)job knowledge test C)in-basket test D)situational judgement test
Q11:
Which of the following terms refers to knowledge that is derived from experience when learning is not the primary objective A)job knowledge B)explicit knowledge C)implicit knowledge D)tacit knowledge

What is CORE?

CORE lets you build talent acquisition

It’s a well-known fact that a candidate’s GMA level (General Mental Ability) is the best indication for job success. It’s new that talent acquisition professionals can get the validity they need in minutes instead of hours.

CORE lets you build talent acquisition processes on solid science and recognised standards. CORE empowers you to use GMA data as proper assessment tools when recruiting. This is what CORE give you:

Faster screenings

Cognitive evaluation designed for faster screening.

Science-based

Science-based testing of general mental ability.

Multi purpose

Designed for use across all industries, sectors and job levels.

Clear visualisation

Mobile-friendly and clear visualisation of result.

Why CORE?

The perfect fit for data-based recruiting

Paradoxically, hiring the right person for the right job does not necessarily mean hiring the candidate with the highest cognitive test score. Efficient and un-biased talent acquisition is about matching cognitive ability and job content.

CORE quickly – 30 minutes max – lets you uncover candidate potential to reliably forecast job success. Line managers, recruiters and others with HR responsibilities can look forward to the answers they need to assess if a candidate is qualified to solve the tasks she will be facing.

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Easily implementedin the daily HR routines

CORE is easily implemented in both large corporations’ and smaller businesses’ daily HR routines. Moving from gut feelings to scientifically proven job performance intel heralds a new dawn in business-critical talent acquisition.

Implementing CORE gives you:

Scientifically based predictions support recruiting decisions.
Aligned with corporate objectives like 100 % transparency and governance.
Perfectly adapted for busy HR departments with high-volume work

More than 95% of all organizations are hiring the wrong people every year.

The cost of a wrong hire is 53,000 EUR

Documentation

What is the science behind CORE?

CORE is a non-verbal test designed to assess General Mental Ability (GMA), based on solid theory within the psychometrical field of general intelligence, and developed with a focus on the candidate experience.

GMA is a predictor of a variety of occupational outcomes, including job- attainment and performance and speed- and amount of learning. All of which have been confirmed through science and studies for many decades.

Culture fairness has been given the attention throughout the development of CORE. The test items are free of language and cultural content to ensure culture fairness. GMA tests in general predict job performance regardless of type of profession and demographics such as, but not limited to, ethnicity and gender. Therefore, CORE is viable for use in all types of work, all sectors, and for all levels of employment.

To ensure the highest quality, CORE is developed based on ITC, APA, EFPA, and AERA standards and guidelines. CORE therefore meets the highest international standards for professional tests. Extensive documentation has been performed to provide evidence of reliability and validity.

Validity

Convergent validity: mean 0.86.
Content validity: based on an item format (Logical Patterns) with high GMA-loading.
Construct validity: good Rasch model fit.

Reliability

Cronbach’s Alpha: α = 0.85.
Test-retest correlation: 0.92.
High local reliability.
Standard Error of Measurement (SEM): 0.76 STEN.

Customers

Companies we have supported in talent acquisition

We collect good stories about how our customers create measurable value with our solutions. The best effect is obtained by adapting the method to the individual business, large and small. No two stories are alike.

What is ability test in selection process?

Ability tests (or aptitude tests) are standardised methods of assessing an individual's performance in different work related tasks or situations. They measure potential rather than just academic performance, and are frequently used by employers as indicators of how people will perform in a work setting.

What type of test would you use to assess construction worker applicants?

If construction laborers are going to be working with heavy machinery, equipment, or tools, it may also be appropriate to administer the Wiesen Test of Mechanical Aptitude (WTMA). This is a test that assesses a candidate's aptitude for learning and working with machinery, tools, and equipment.

What is the term for knowledge that is derived from experience when learning is not the primary objective?

Tacit knowledge refers to the knowledge, skills, and abilities an individual gains through experience that is often difficult to put into words or otherwise communicate. Tacit knowledge is sometimes known by a few alternate terms, such as: Experiential knowledge. Tribal knowledge.

What are physical fitness and medical examinations designed to do?

Physical exams are a routine part of healthcare. Doctors and nurses use them to check on a person's general health, look for potential medical issues, and monitor specific signs. If a doctor suspects an underlying health condition, they will usually recommend further diagnostic testing.