Aptitude Testing – rightpeople.com.au

Multitasking Ability and Intelligence

rightpeople — Sun, 15 Jul 2018 04:06:10 +0000

When dividing attention between two tasks (Multitasking), people need to find the most efficient ways of allocating their attentional or processing resources between the tasks. It is reasonable to presume that people with higher levels of intelligence will be better able to allocate their processing resources efficiently. This was investigated in a study by Ben-Shakhar […]

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Personality Factors – Importance of the Big 5

rightpeople — Mon, 04 Jun 2018 08:05:30 +0000

In the world of personality assessment there are numerous tools that are used to measure and understand personality. A trait approach to personality has been in existence since the early 1900’s, and it has been the aim of many researchers to identify which are the most useful underlying factors to consider – with numerous studies dedicated […]

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Ambiverts, Extraverts, and Sales Job Performance

rightpeople — Sat, 24 Feb 2018 04:41:49 +0000

In this article we look at Ambiverts, Extraverts, and Sales Job Performance and announce the new Accounts Payable and Receivable Test Sales Aptitude Personality Research Article Highlights Extraversion vs Introversion is one of the most studied personality dimensions. It was a long-held belief that extraversion would “take a person further” in business, particularly in sales. […]

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Speed, working memory and ageing

rightpeople — Mon, 10 Dec 2012 05:20:54 +0000

Numerous authors have examined the relationship between speed of processing, working memory and age, and debated the role of these concepts in understanding individual differences in cognitive ability. There are arguments as to the relative contributions of both concepts, and most theorists tend to agree that slowing is the explanation for cognitive decline. Using tasks […]

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Research shows: cognitive tests strongly predict job performance

rightpeople — Mon, 12 Nov 2012 01:17:39 +0000

A meta-analysis conducted in the United Kingdom (Bertua, Anderson & Salgado, 2005) has found that intelligence tests and tests of specific cognitive abilities are strong, reliable and valid predictors of both job performance and response to training. Operational validities are in the range of .5-.6, meaning that these cognitive tests can account for approximately 30% of the variance in job performance […]

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Work safety needs a human touch

rightpeople — Wed, 15 Aug 2012 02:03:00 +0000

Most organisational occupational health and safety (OHS) interventions focus on controlling employee procedures and the physical work environment in an effort to maximise workplace safety. While such efforts are important, they do not take into account the human factors related to work safety, such as individual and group attitudes and the influence of management. Recent […]

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Changing face of the workplace

rightpeople — Fri, 20 Jul 2012 06:23:08 +0000

A large survey of Australian businesses conducted by the National Institute of Labour Studies at Flinders University and the National Centre for Vocational Education Research reveals some interesting findings about the significant ways in which employment patterns have changed in the last 20 years. They found that since 1992: There has been a significant shift away […]

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Safety matters, just ask Orica!

rightpeople — Thu, 19 Jul 2012 23:48:01 +0000

Incidents such as the leak of the cancer-causing chemical hexavalent chromium by Orica in Newcastle in August last year highlight the importance of safety procedures and proper handling of health and safety incidents by organisations. Following the leak the plant was closed for 6 months, it reportedly lost $90 million in earnings, it faced court […]

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Assessment in Organisations – Current Status, Trends and Emerging Issues

rightpeople — Thu, 01 Sep 2011 02:25:47 +0000

Meta-analyses have revealed that the most valid predictors of job performance are ability measures (cognitive or intelligence tests) and personality assessments, particularly the “Big 5” personality traits, followed by structured job interviews. Together, ability tests and measures of conscientiousness or integrity provide an adjusted validity of 0.65 (Ones, Viswesveran, & Schmidt, 1993; Ones & Viswesveran, 1998). The […]

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Identifying your strongest and weakest leaders

rightpeople — Mon, 25 Jul 2011 04:11:39 +0000

The idea of a 360 degree performance appraisal is to survey those around an employee to gather information about their performance from the perspective of different individuals they interact with at work. Feedback is typically provided by subordinates, peers and supervisors, the individuals themselves (self-assessment), and may include feedback from customers or clients. “360” refers […]

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