A Quick Look at Testing

For many of us, just hearing the word test can provoke a strong emotional reaction. This is because some tests have higher stakes than others. Over the course of our lives we all find ourselves in different testing situations. Highlighting the purpose of the testing can provide insights. Two key questions to ask yourself are "How will the test results be used?" and "What is being measured?"

The value of testing
Tests typically are used in one of two ways:

•	To provide the individual with diagnostic information about their knowledge and skill acquisition to guide improvement and/or decision-making. (lower stakes)
•	By an organization to measure level of performance to grade, advance, admit, select, or credential an individual. (higher stakes)

The significant difference in these applications is how involved and informed the individual test taker is with the results. For the savvy consumer or student, the value of tests is in how they can help you learn more - whether subject matter or about yourself. The first use above provides the individual with insight and information about the meaning of the results - it interprets the scores and provides a context for how it applies to you. For the second bullet, that is not the primary purpose. While a score or final outcome may be shared, it typically is not designed to be diagnostic or educational for the individual, but instead serves the selection guidelines of the organization (school, college, employer, or certification program).

What is the test measuring?
Here are some common assessments that we already have or will encounter.

•	The ACT test is designed to assess high school students' general educational development and their ability to complete college level work. The tests cover four skill areas: English, mathematics, reading and science reasoning, with an optional writing section.
•	The SAT measures critical reading, numerical reasoning, and writing skills that are needed for academic success in college.

Colleges have different academic rigor requirements. The scores on the ACT and SAT are part of the criteria used by the college (organization) to admit students. The PLAN Test and the PSAT are the pre-tests offered to inform the individual of their probable performance on the ACT and SAT. When fully utilized, these tests provide specific guidance on areas of academic strength and weakness and can direct learning efforts to prepare for the higher stakes tests.

A consideration under what is being measured is whether or not the test is a self-rating or self evaluation. That could apply to how I perceive my singing ability, keyboarding skills or actual literacy in a second language, for example. It begs the question: How do I see my performance as compared to others? This is where an individual's scope of exposure can influence self-ratings. Subject matter interests can also be influenced by whether or not a student likes a teacher.

Another consideration is the realistic understanding of the question. A student saying "I want to work outdoors," when pressed, may clarify "But only when it is nice out, not raining, hot, or freezing." Or on the job, an employee or intern's perception of working well with teams may not align with their team member's or supervisor's perceptions. Self-report tests also are subject to an individual skewing their responses to obtain what they perceive as a desired result.

Because there are so many factors that can impact different types of tests, high stakes tests typically incorporate multiple types of measurements, interviews, samples and experience in the decision-making.

With an eye on career exploration and planning, the following chart provides a high level look at some common assessments and how they may be used in school and work.

•	Interest Inventories are self-report tests, used in career exporation and planning. They assess one's likes and dislikes about a variety of topics. The underlying theory suggests that satisfied people in the same career have similar interests.
•	Personality Tests are also self-report instruments that measure the more enduring characteristics and attitudes that underlie behavior. These tests can be used in hiring and in career planning.
•	Aptitude tests are typically a series of timed, objective work samples or problems that predict ease of skill acquisition and task performance. Each test measures a unique or distinct trait that relies on cognitive or physical distinctions such as different creativities, memories and reasoning styles, spatial abilities, attention to detail and many more. There are "correct" responses versus a self-report or more subjective response. When this information is used in career exploration and planning the results are neither good nor bad, but used to enrich an individual's self-knowledge and suggest tasks, jobs and careers that would be aligned with their aptitudes. When used in hiring, it is to determine fit or suitability for a position and becomes higher stakes.

Type of test	Purpose	Self- Rating	Objective Measurement	Academic Achievement & Placement	College Admission	Career Exploration	Hiring
Classroom	Diagnostic & Grades		X	X
ACT, SAT, GRE & others	Selection		X	X	X
Interests	Self-knowledge	X				X
Personality	Self-knowledge	X				X	X
Aptitude(s)	Self-knowledge & Selection		X			X	X

Related articles:
The Aptitude Advantage
The Ball Aptitude Battery
Career Planning: Every Client is Unique
Details, Details: Your Clerical Aptitude
Team Player or Individual Contributor? Different Paths to Career Success

© Copyright 2010, Career Vision. Article may be reprinted with permission.

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