IntroductionWhether it's a knowledge-based math quiz or a personal values survey, different tests assess candidates for different things. Tests can help a leader measure the skills and fit of potentia

Read about the three assessments in this document and complete the worksheet that follows.

The DiSC Assessment is a behavior assessment tool that we learned about in JGR 100. It centers on four different behavioral traits: Dominance, Influence, Steadiness, and Conscientiousness. DiSC can be used to assess an employee’s general personality, and which type of job (and accompanying work style) may suit them best.  It can also help to identify someone’s management style and how they can most efficiently manage employees with differing personalities.

1. In my work environment, it is most important to me to:

1. Help co-workers and to be in a peaceful environment.

2. Feel that my co-workers admire me and to be free from rigid rules.

3. Know exactly what is expected of me and to finish one task before moving to another.

4. Get things done and to see results.

1. In my work environment, it is least important to me to:

1. Help co-workers and to be in a peaceful environment.

2. Feel that my co-workers admire me and to be free from rigid rules.

3. Know exactly what is expected of me and to finish one task before moving to another.

4. Get things done and to see results.

1. When someone offers an opinion or conclusion and I disagree, I am most likely to...

1. Tell them that I disagree.

2. Say something humorous.

3. Ask for more information.

4. Nod and say nothing.

If you want to learn more about the DiSC Assessment, check out their website!

DiSC Profile

The CCAT measures an individual's aptitude, or ability, to solve problems, digest and apply information, learn new skills, and think critically. The CCAT consists of 50 items that involve reasoning and problem-solving skills that need to be completed in just 15 minutes.

Tests like this are useful predictors for success in hiring people for jobs that require problem-solving and analytical skills. Not only that, but research also shows that cognitive aptitude is one of the most accurate predictors of job success: twice as predictive as job interviews, three times as predictive as experience, and four times as predictive as education level.

1. If a train travels at a speed of 400 miles per hour, how many hours will it take to travel 3000 miles?

1. 5

2. 6

3. 6.5

4. 7

5. 7.5

Answer: E

2) Only professors work on the 5th floor. Some secretaries work on the 3rd floor. Jonathan is a professor.

Jonathan works on the 5th floor. Is this statement:

1. Correct.

2. Incorrect.

3. Unable to be determined from the information.

Answer: C

Follow this link if you want to learn more about the CCAT.

Criteria Cognitive Aptitude Test (CCAT)

As we discussed in week 4, Emotional Intelligence is the capacity to assess and be aware of both your own emotions and those of others, and to use that knowledge to interact in an empathetic and productive manner.

The Emotional Intelligence Appraisal provides an overall EQ score and measures each individual’s capacity for self-awareness, self-management, social awareness and relationship management.

SAMPLE EI TEST QUESTIONS:

Key: There are no right or wrong answers, but more positive = more EI points.

Here’s where you can find more information about the Emotional Intelligence Appraisal.

Emotional Intelligence Appraisal

Read each hiring scenario. For each scenario, decide which of the three tools would be the most effective in evaluating a candidate for the position. 

Write your answers in this document, beginning each answer directly after the scenario it applies to. Explain which tool you chose and why the tool is more appropriate than the other tools. Your answer should be a well-developed paragraph that includes references to the course resources.

• SCENARIO #1: Your human resources department needs to hire a new Employee Relations Manager (ERM). This person’s job is to manage conflict and workplace issues between managers and employees across three separate departments. The ERM must be able to handle disgruntled employees and managers with compassion, discretion and professionalism even in situations where tempers may run high.

• SCENARIO #2: You need one more person on a team you’re putting together to launch a new tech startup business. You want to make sure this person’s personality balances out with the others you’ve already hired. Specifically, you’re looking for someone enthusiastic and outgoing, but also detail-oriented and focused.

• SCENARIO #3: You’re hiring a new financial analyst for your organization. This position needs an individual with strong problem-solving and reasoning skills as well as in-depth mathematical abilities.

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