Job knowledge tests, sometimes referred to as achievement or mastery tests, typically consist of questions designed to assess technical or professional expertise in specific knowledge areas. Job knowledge tests evaluate what a person knows at the time of taking the test. Unlike cognitive ability tests, there is no attempt to assess the applicant's learning potential. In other words, a job knowledge test can be used to inform employers what an applicant currently knows, but not whether the individual can be relied on to master new material in a timely manner. Job knowledge tests are not appropriate when applicants will be trained after selection in the critical knowledge areas needed for the job. Show
Job knowledge tests are used in situations where applicants must already possess a body of learned information prior to being hired. They are particularly useful for jobs requiring specialized or technical knowledge that can only be acquired over an extended period of time. Examples of job knowledge tests include tests of basic accounting principles, computer programming, financial management, and knowledge of contract law. Job knowledge tests are often constructed on the basis of an analysis of the tasks that make up the job. While the most typical format for a job knowledge test is a multiple choice question format, other formats include written essays and fill-in-the-blank questions. Licensing exams, agency certification, and/or professional certification programs are also job knowledge tests. Licensure and certification are both types of credentialing - the process of granting a designation that indicates competence in a subject or area. Licensure is more restrictive than certification and typically refers to the mandatory Governmental requirement necessary to practice in a particular profession or occupation. A passing score on a job knowledge test is typically a core requirement to obtain a professional license. Licensure implies practice and title protection. This means only individuals who hold a license are permitted to practice and use a particular title. For example, to practice law, a law school graduate must apply for admission into a state bar association that requires passing the bar licensure examination. Certification is usually a voluntary process instituted within a nongovernmental or single Governmental agency in which individuals are recognized for advanced knowledge and skill. As with licensure, certification typically requires a passing score on a job knowledge exam. Considerations
References(See Section VI for a summary of each article) Dubois, D., Shalin, V. L., Levi, K. R., & Borman, W. C. (1993). Job knowledge test design: A cognitively-oriented approach. U.S. Office of Naval Research Report, Institute Report 241, i-47. Dye, D. A., Reck, M., & McDaniel, M. A. (1993). The validity of job knowledge measures. International Journal of Selection and Assessment, 1, 153-157. Ree, M. J., Carretta, T. R., & Teachout, M. S. (1995). Role of ability and prior job knowledge in complex training performance. Journal of Applied Psychology, 80(6), 721-730. Roth, P. L., Huffcutt, A. I., & Bobko, P. (2003). Ethnic group differences in measures of job performance: A new meta-analysis. Journal of Applied Psychology, 88(4), 694-706. Sapitula, L., & Shartzer, M. C. (2001). Predicting the job performance of maintenance workers using a job knowledge test and a mechanical aptitude test. Applied H.R.M. Research, 6(1-2), 71-74. The Society for Industrial and Organizational Psychology (SIOP) website contains information on Job Knowledge Tests. Back to Top Which type of employment test assesses how well a person can learn or acquire skills or abilities?An aptitude test is an exam used to determine an individual's skill or propensity to succeed in a given activity.
What type of test is used to predict whether a job candidate is likely to steal from an employer?Employers may administer personnel selection tests within the scope of background checks that are used to assess the likelihood that behavior. Integrity tests are administered to assess whether the honesty of the potential candidate is acceptable in respect to theft and counterproductive work behavior.
Which personality traits are among the big five considered to be particularly important in a job candidate?The best way to remember the Big Five Personality Model traits is to remember the acronym OCEAN: openness to experience, conscientiousness, extroversion, agreeableness, and neuroticism.
What is employee testing in HRM?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.
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