Week 4 DQ 2 Response to fellow classmate Martha Grice

Depending upon the job being one is hiring for, different psychometric assessments are more predictive of success. For example, a mechanical ability test, such as the Bennett Mechanical Comprehension Test, is predictive of an applicant’s recognition of tools and actual mechanical skills. A specific cognitive test, such as the Minnesota Clerical Test, is appropriate for assessing job skills specific to positions such as bookkeepers and administrative assistants (Levy, 2013). In personality assessments, conscientiousness has proven to be a strong predictor of overall performance across many job spectrums, including sales, customer service, professional roles, public safety, and skilled or semi-skilled occupations. For those in law enforcement, emotional stability and agreeableness are predictive of job success while emotional stability is a predictor of success for those in skilled and semi-skilled positions (Ones, Dilchert, Viswesvaran, & Judge, 2007). For those in management positions, assessing extraversion, in addition to conscientiousness, can predict success (Morris, Daisley, Wheeler, & Boyer, 2014). As organizations have their own “personalities,” or cultures, it is important that those placed in leadership positions possess the traits that will mesh with and promote the organization’s values (Natoli, 2003). The take-away is that there are numerous tests to assess abilities and traits, which can be predictive of overall job performance for varying job roles. Please provide a 150-200 word response to the question and please use at least 1 reference. Also please cite reference in APA 6th edition format and please provide doi or www info for reference if applicable.

 

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