Using Aptitude Tests

Psychological tests, used in conjunction with interviews and information from resumes, application blanks, letters of recommendation, reference checks and medical exams, are very helpful in building an organization. While not perfect, tests can help an organization to become above 80% accurate in the conclusions they draw about the most likely job performance of an examinee. Through the effective use of the AI and other personnel documents, an organization can expect to increase productivity by about 20-35%, and can often cut turnover by as much as one-third. If you hire "from the top down," which means hire the highest scoring person you can possibly find, you will achieve maximum increases in productivity in your organization.

The AI system has criteria built in so that an examinee’s scores are compared with a "standard profile" for the job in question. This standard profile makes comparisons easier, and helps the user to make decisions about examinees. The system produces a weighted total score and interprets that score in terms of a hiring recommendation.

One caution is critical. Tests are designed to aid in employment decisions, and standing alone (i.e., without an interview) are better than 70% correct in the recommendations made. It is fallacious to expect a teen-age daughter or son to perform like a job applicant (or employee), and it is especially dangerous for a decision-maker (the president) to take the test and try to judge its value on the basis of results. That method is "fool proof!"

If you experience any difficulty, contact J.C.Denton at 704-439-3977 or 704-604-4677, or Dave Knibbe at 203-749-8687 or 203-417-4957