Читать книгу How to Win at Aptitude Tests Vol II - Iain Maitland, Iain Maitland - Страница 8

Tests do have various drawbacks too – in particular, they are a highly specialized and skilled area of activity. Reputable tests take years to be developed, tested and checked to ensure they are both valid and reliable. ‘Valid’ means that they measure what needs to be measured, and do so accurately. ‘Reliable’ means that they are free from ambiguous questions that may be interpreted in different ways, by candidates and/or employers. Those who devise or run other, professionally designed, tests need to be fully trained and experienced if they are to produce meaningful tests and/or results. Otherwise, the likelihood of picking the wrong person is much increased.

They are also expensive. As a rough and ready example, if a firm decided to use tests as part of its selection process for filling clerical jobs and approached a test supplier for assistance, it might pay £1500 upwards for one of its managers to attend a training course enabling him or her to administer, score and interpret just one particular test. £200 or more might then need to be paid for manuals, guides, test sheets, answer booklets and scoring charts for 12 candidates to sit that test. Taking account, too, of the time and effort involved in running tests, it is clear that this is a costly exercise.

These drawbacks are outweighed by the benefits. For business organizations, aptitude tests produce valid and reliable results, untainted by personal feelings and guesswork. For people seeking a job, transfer or promotion, the fact that so much money is being spent to get the right person is reassuring.