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A pre-hire assessment (or pre-employment assessment) is a test or questionnaire that candidates complete as part of the job application process. The use of a valid and expert assessment is an effective way to determine which applicants are the most qualified for a specific job based on their strengths and preferences.
The main aim is to be able to assess the skills of literacy, numeracy and problem solving in technology-rich environments, and use the collected information to help countries develop ways to further improve these skills. The focus is on the working-age population (between the ages of 16 and 65). The first data was released on October 8, 2013.
The test was developed in 1927 by psychologist Edward Kellog Strong Jr. to help people exiting the military find suitable jobs. [8] It was revised later by Jo-Ida Hansen and David P. Campbell. The modern version of 2004 is based on the Holland Codes typology of psychologist John L. Holland. [8]
An employer has sparked fierce debate after being so shocked a Gen Z job seeker refused to spend 90 minutes on a hiring test because it “looked like a lot of work” that he vented about the ...
The Wonderlic Contemporary Cognitive Ability Test (formerly the Wonderlic Personnel Test) is an assessment used to measure the cognitive ability and problem-solving aptitude of prospective employees for a range of occupations. The test was created in 1939 by Eldon F. Wonderlic. It consists of 50 multiple choice questions to be answered in 12 ...
The assessment was developed from over 2,500 pre-employment interviews with public safety officer candidates. Part of the purpose of the IPI was to counter the use of psychopathology tests, such as the MMPI, for the use of public safety selection tests. 310 true/false questions were implemented in the test.