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Valid
, measuring what they are supposed to measure 
There are two basic types of test. 
(a) 
Proficiency and attainment
tests measure an individual's demonstrated competence in particular 
job-related tasks.
 
(b) 
Psychometric 
tests measure such psychological factors as aptitude, intelligence and personality. 
8.1.1 Proficiency, attainment or competence tests 
Proficiency 
tests are designed to measure an individual's current ability to perform particular tasks or 
operations relevant to the job: for example, giving a secretarial candidate a typing test. 
Attainment 
(or 
competence) tests
 
are a similar measurement of the standard an individual has reached at a particular 
skill. There is a wide range of proficiency-testing material available, including 'in-tray' exercises 
(simulating work tasks). 
Work sampling 
requires the candidate to demonstrate work outputs: selectors 
may observe the candidate working, or the candidate may bring a portfolio of past work. 
8.1.2 Intelligence tests 
Tests of general intellectual ability typically test memory, ability to think quickly and logically, and 
problem-solving skills. Most people have experience of IQ tests and the like, and few would dispute their 
validity as a good measure of general intellectual capacity. However, there is no agreed definition of 
intelligence, and tests have now been devised to measure other forms of intelligence, notably emotional 
intelligence factors (such as self-awareness, interpersonal ability and self-control). 
8.1.3 Aptitude tests 
Aptitude tests are designed to measure and predict an individual's potential for performing a job or 
learning new skills. Aptitudes include: 

Reasoning
: verbal, numerical and abstract 
