Most organizations as well as many educational institutions use some form of psychological testing as part of their selection or employment procedure.
Testing has become routine because it is often perceived as essential, even though there may exist evidence of prior learning (school, college or professional qualifications) or previous experience (job record and other attainments).
The main reasons are:
• to give an indication of long-term potential for a course, training or job;
• to give up to date information;
• to provide data that is relevant and fair.
Employers and educational bodies are in a position to compare people’s performance on tests with other measures of success.
For these reasons what tests seek to discover is:
• What can you do now – have you got the ability?
• What potential have you – have you got the aptitude?
This workbook has a comprehensive range of tests of the types commonly presented to intending students and job applicants.
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