CLincal/IO tests

Counseling

• Help clients cope with specific life stressors

• provide clients with coping skills

• Work in universities, mental health centers, rehabilitation centers, or private practices

Clinical

• Focus on psychopathology (Study of mental disorders) 

• Help treat clients with mental disorders 

• Work in hospitals, clinics, or private practices

Rosenberg self-esteem Scale (SE)

Measures global feelings of self worth: responses on this measure can tell us how individuals currently think and feel about themselves

Test-retest reliability for a 2 week period

Satisfaction with Life Scale (SWLS)

Gives practitioners a snapshot of how contented the test taker is with their life at that point in time

Positive and Negative Affect Schedule (PANAS)

Developed by Watson, Clark, and Tellegen, in 1988 as a test that measures levels of positive and negative affect a person is currently experiencing 

Career Orientation Placement and Evaluation Scale (COPES)

measurement of personal values as they relate to occupational preferences; can help practitioners explore with their clients what occupations might meet their own personal values – a good match likely to lead a more productive and fulfilling career

Work Values inventory

Helps practitioners assess work-related qualities, principles and standards that matter greatly to an individual (good fit in terms of values)

work adjustments

theory that descrives the relationship of the indicidual to his work environment, basis of work values inventory

Vineland Adaptive Behavior Scale

Leading instrument for supporting the diagnosis of intellectual and developmental disabilities

Looks into socialization, daily living skills communication, and motor skills

Child behavior checklist

Questionnaire that assesses a broad range of emotional and behavioral problems in children

Cognitive Capabilities

An individual’s level of ability is a crucial piece of information in the process of arriving at a diagnosis and treatment plan

Stanford Binet and Wechsler Scales

Most well-researched and psychometrically-sound measures of human ability available.

Raven’s Standard Progressive Matrices

A group-administered nonverbal test of general mental ability

Comprehensive Test of Nonverbal Ability

An individually-administered test of nonverbal intelligence that allows for opportunities to observe the test-taker for focus, level of motivation and interest, and attitude towards tasks

Personality, Needs, and Motivators

Self-report measures can show how individuals might put their knowledge and skills to use

competency based interview

used to gather information on the personal and professional background of the candidate for hiring, their previous work experience, their future aspirations, their strengths and weaknesses, among many other things

General Mental ability test

often used as initial screeners (gives a sense of the overall cognitive capabilities of an applicant)

group-administered intelligence tests

screeners used for entry level jobs that do not require much expreience or qualifications

individually-administered IQ tests

tests used for jobs that require more specialization and experience, more in-depth assessment may be needed. In these cases

specialized ability tests

If the organization would like to ascertain a candidate’s skill level,for what are commonly known as “hard skills” can be administered

In-basket and In-Tray Exercises

Simulation of a work-related scenario and observe how a candidate performs

Tests Measuring Interest, Values, and Personality to Determine Job Fit

Skills and abilities are important, but most companies want to find who will feel fulfilled and match their organizational values and culture