reply to the next 2 discussions of your peers, don't forget to include a question  Discussion 1 1 hour ago Cindy Tschetter Discussion 10 COLLAPSE For this discussion, I delved into a totally unchartered territory before, for me, Industrial and Organizational Psychology!  To optimize hiring, training, placement, and promotion, many companies use testing.  There are some specific measures for this. There are three areas of testing that can be used.  Personality testing is used to fit their psychological traits, interests, values, and behavioral styles to an ideal job situation.  Ability or aptitude testing helps to discover their strengths and weaknesses.  Lastly, Occupational or Career Interest instruments can be used to determine what brings the individual job satisfaction, what they like and dislike about work (Cohen, 2018).  The Myers-Briggs Type Indicator is one of the most popular personality tests among organizational consultants.  However, it has received serious criticism about its psychometric reliability.  It evaluates an individual’s  “interests, values, needs, and motivations” based on how they “take in information and make decisions” (Cohen & Swerdlik, 2018).  I mentioned in a previous discussion that I had serious concerns about the reliability of this test.  I consider myself a very outgoing type-A kind of person.  I was having a very rough week and took this test at the end of the week and answered the questions honestly based on where I was in the moment. My test results came back opposite to what they had been every other time I took it.  So this test would require multiple retests to get a wholly accurate picture of an individual.  That is just not achievable when you are dealing with a large pool of applicants or employees. A common example of aptitude/ability testing in the Medical School Aptitude Test (MSAT).  It is useful in discovering cognitive and non-cognitive attributes. This helps assess future doctors’ strengths and weaknesses to help them choose an area of specialty and placement in a program.  They help to look at a candidate based on critical thinking and problem-solving abilities and eliminate any bias based on upbringing or social class (Nicholson, 2005). In college, I took a career interests test in college using the book “What Color Is Your Parachute?” (Bolles, 1995).   There are 4 fields you rate your preferences in, including Work you have done, People types you like, Fields you love, and Skills you enjoy.  Apparently, I should have been a firefighter.  The test’s reasoning was 1. I’m good with numbers/geometry and physics (apparently things firefighters need to be aware of), 2. I’m fearless and 3. I’m good in a crisis… yep.  So, working in behavior and trauma therapy with kids is pretty close.  I think overall, this test actually took a pretty accurate assessment of me.  My interests and strengths have stayed pretty much the same 20 years later.  It took a pretty good snapshot and not just a ch.

1. reply to the next 2 discussions of your peers, don't forget to
include a question
Discussion 1
1 hour ago
Cindy Tschetter
Discussion 10
COLLAPSE
For this discussion, I delved into a totally unchartered territory
before, for me, Industrial and Organizational Psychology! To
optimize hiring, training, placement, and promotion, many
companies use testing. There are some specific measures for
this.
There are three areas of testing that can be used. Personality
testing is used to fit their psychological traits, interests, values,
and behavioral styles to an ideal job situation. Ability or
aptitude testing helps to discover their strengths and
weaknesses. Lastly, Occupational or Career Interest
instruments can be used to determine what brings the individual
job satisfaction, what they like and dislike about work (Cohen,
2018).
The Myers-Briggs Type Indicator is one of the most popular
personality tests among organizational consultants. However, it
has received serious criticism about its psychometric
reliability. It evaluates an individual’s “interests, values,
needs, and motivations” based on how they “take in information
and make decisions” (Cohen & Swerdlik, 2018). I mentioned in
a previous discussion that I had serious concerns about the

2. reliability of this test. I consider myself a very outgoing type-A
kind of person. I was having a very rough week and took this
test at the end of the week and answered the questions honestly
based on where I was in the moment. My test results came back
opposite to what they had been every other time I took it. So
this test would require multiple retests to get a wholly accurate
picture of an individual. That is just not achievable when you
are dealing with a large pool of applicants or employees.
A common example of aptitude/ability testing in the Medical
School Aptitude Test (MSAT). It is useful in discovering
cognitive and non-cognitive attributes. This helps assess future
doctors’ strengths and weaknesses to help them choose an area
of specialty and placement in a program. They help to look at a
candidate based on critical thinking and problem-solving
abilities and eliminate any bias based on upbringing or social
class (Nicholson, 2005).
In college, I took a career interests test in college using the
book “What Color Is Your Parachute?” (Bolles, 1995). There
are 4 fields you rate your preferences in, including Work you
have done, People types you like, Fields you love, and Skills
you enjoy. Apparently, I should have been a firefighter. The
test’s reasoning was 1. I’m good with numbers/geometry and
physics (apparently things firefighters need to be aware of), 2.
I’m fearless and 3. I’m good in a crisis… yep. So, working in
behavior and trauma therapy with kids is pretty close. I think
overall, this test actually took a pretty accurate assessment of
me. My interests and strengths have stayed pretty much the
same 20 years later. It took a pretty good snapshot and not just
a characteristic state but a trait. At the time, we took this on
paper and had it computer scored. The entire process is
available for free online now. Therefore it would meet the
needs of a larger pool/company.
Cindy Tschetter

3. Bartlett, C., Perera, H. N., & McIlveen, P. (2016). A Short Form
of the Career Interest Test:
21-CIT. Journal of Career Assessment, 24(2), 397–409.
https://doi.org/10.1177/1069072715580579
Bolles, R. N. (1995). What color is your parachute?: A practical
manual for job-hunters and
career-changers (1996 ed.). Berkeley, CA: Ten Speed Press.
Cohen, Ronald J., Swerdlik, M. (2018).
Psychological Testing and Assessment: An Introduction
to Tests and Measurement, 9th Edition
.
Nicholson, S. (2005). The benefits of aptitude testing for
selecting medical students.
BMJ
(Clinical research ed.)
,
331
(7516), 559–560. https://doi.org/10.1136/bmj.331.7516.559
Discussion 2
2 hours ago
Jason Gaines

4. Week 10 Discussion
COLLAPSE
Unit 10
Throughout this course, we have learned about a wide variety of
tests and how they are constructed, how they are applied and
interpreted, and how important these tests can be. If I were to
compose a series of tests to help screen potential employees, I
might employ the following tests to help decide who the best
candidates might be in terms of ability, career interests, and
personality.
Ability/Aptitude: Wonderlic Personal Test – Revised (WPT-R)
The Wonderlic Personal Test-Revised is a very popular test of
intelligence, even NFL teams use it to screen potential draft
picks. It is used to determine aptitude, ability to learn, and
whether or not they be fit for the job they are applying for.
There is a bit of pressure involved with there being a time limit.
It is a fairly accurate predictor of general intelligence. The
disadvantage to this test is that some may not do well under the
pressure of a time limit and it makes it more difficult for those
who have English as their second language due to the fact that
they are forced to understanding and comprehending questions
under a time limit (Karamer, 1992).
Occupational Career and Interests: Campbell Interest and Skills
Survey
The next test is the Campbell Interest and Skills Survey. This
test is great to assess what skills and interests an individual
possesses and how well they may be able to build on those
skills (Pearson, 2020). The advantage of this test is that you can
get a broader look at an individual's talents and interests.

5. Personality Test: NEO Personality Inventory - 4 (NEO-4)
The NEO-4 is interesting because it looks at four specific areas
of one’s personality. Those areas are level of extraversion,
openness to experience, agreeableness, and conscientiousness.
These are great areas to look at because depending on the role,
different levels of each of these characteristics are required in
every job. Some jobs require a bit more extraversion, sales for
example, everyone needs to be open to experiences that will
help them grow personally and professionally, you don’t always
what someone who agrees with everything you say so that you
have some other input or in sight in the decision-making
process, and conscientiousness is always a key characteristic.
References
Campbell Interest and Skill Survey (CISS). (2020). Pearson.
Retrieved from
https://www.pearsonassessments.com/store/usassessments/en/St
ore/Professional-Assessments/Career-Planning/Campbell-
Interest-and-Skill-Survey/p/100000323.html?tab=overview
Cohen, R. J., & Swerdlik, M. E. (2018). Psychological testing
and assessment: An introduction to tests and measurement (9th
ed.). McGraw-Hill.
Karamer, J.J. & Conoley, J.C. (Eds.), The eleventh mental
measurements yearbook. 1992.
NEO Personality Inventory- 4 (NEO-4). (2020). PAR. Retrieved
from
https://www.parinc.com/Products/PKey/273
Jason Gaines