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Individual psychological assessment (IPA) is a tool used by organizations to make decisions on employment. IPA allows employers to evaluate and maintain potential candidates for hiring, promotion, and development by using a series of job analysis instruments such as position analysis questionnaires (PAQ), occupational analysis inventory (OAI), and functional job analysis (FJA).
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.
Employment testing is the practice of administering written, oral, or other tests as a means of determining the suitability or desirability of a job applicant. The premise is that if scores on a test correlate with job performance , then it is economically useful for the employer to select employees based on scores from that test.
The hiring process for any white-collar gig can be long, frustrating, and stressful. ... That, however, pales in comparison to what can be a grueling assessment process for CEO contenders.
An assessment centre is a process where candidates are examined to determine their suitability for specific types of employment, especially management or military command. The candidates' personality and aptitudes are determined by techniques including interviews , group exercises, presentations, examinations and psychometric testing .
Many psychologists conduct assessments when providing services. Psychological assessment is a complex, detailed, in-depth process. Examples of assessments include providing a diagnosis, [7] identifying a learning disability in schoolchildren, [8] determining if a defendant is mentally competent, [9] [10] and selecting job applicants. [11]
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