Personnel selection // intelligence test
All jobs need the intelligence ingredient, some more than others, in a company each position requires different types of intelligence. Hence, it is reasonable to call the intelligence to the test and state that there is a high correlation between a particular type and level of intelligence and the development of work.
Intelligence tests provoke controversy. There are disagreements about whether they are inherited or if they can be increased. However, for social and practical reasons the intelligence tests in the works have only been carried out in the selection of young beginner employees. This is due to the denial of older people to undergo an intelligence test. And if it were necessary to apply it, we would have the responsibility to answer the most frequent questions to the subject, such as: how many types of intelligence exist ?, is it possible to measure it ?, then we would have to plant the following question, if there are several types of intelligence, does it exist then? a basic underlying intelligence dimension common in these types? It would be very interesting to give answers to these questions, but to do so we would have to study the social and political connotations that influence them.
However, if we can mention that generally two types of intelligence tests are applied, for the selection of personnel in a company. Basically these tests are aimed at the numerical capacity and verbal ability. With varied and compound results, since some individuals show skills more inclined towards one category than another, others are outstanding in both categories, and there are those that are not suitable for any.
Tests on this topic often take the form of a capacity test for convergent rationing, the ability to apply logical solutions to problems that have a single correct response. However, there is a strong argument that they are fair for all cultures, but not the verbal test. However, there are many work situations in which convergent thinking is not relevant, as for example in creative work and even in many managerial tasks.
In a company the success in these results, where the selection of personnel is based on intelligence tests, will depend on the experience and professionalism of the team of selection and employment with which the organization counts, since to obtain reliable results, the evaluation team must be 100% objective and have full confidence in the tests carried out.
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