Psychometric Tests There are 3 main types of psychometric tests. These are skill tests, aptitude tests. Skill Tests =============== Skill tests measure a person's potential, for example to learn the skills needed for a new job or to meet the demands of a training course. training. .Achievement tests specifically evaluate what people have learned, egmathematical skills or typing skills. Of course, what people learned depends primarily on their abilities in that domain, so scores on the two types of tests are conceptually linked. The main difference between ability tests and achievement tests is how scores from both types of tests are used. The elements of ability tests appear identical to those of achievement tests, but achievement tests are different in one key respect: They are traditional. They focus on what has been learned and what a person knows and can do now. Skill tests are potential. They focus on what the person is capable of achieving in the future or on his or her learning potential. Keep in mind that some knowledge is required before you can measure certain skills; For example, we need some knowledge of mathematics before our numerical ability can be measured. Furthermore, a proof of achievement cannot be used for direct deduction. School exams are an example of a measure of achievement or achievement and, although we might draw conclusions about an individual's ability based on GCSE results, we would not use them as a direct measure of ability as a less able student may work harder than a more skilled student to produce results. a better score. Aptitude Test ================ There is no widely accepted definition of the difference between ability and aptitude. Most people would agree that to some extent the two terms refer to the same thing: aptitude refers to specificity and ability refers to general aptitude. We could probably think of skill as an underlying aptitude, and aptitude as an extra job