GIA (Aptitude) agenda

Delegates will complete a Knowledge Assessment test at the close of the Accreditation session, and on successful completion, will be awarded Accredited Practitioner status. Classroom options are available depending on the region. Reach out to your Thomas Consultant for all scheduling options and pricing. 

Foundation

1. Psychological testing
   • Categories of tests
   • Areas of psychometrics
   • Nature vs. nurture
2. Understanding aptitude
   • Properties of aptitude tests
   • Aptitude assessments and intelligence
   • Rationales for using aptitude assessments
3. The Thomas Aptitude (GIA) assessment
   • Where the assessment can be used
   • What the Thomas Aptitude (GIA) assessment measures
   • The 5 sub-tests
4. Implications of scores
   • Determining if the skill is relevant to the role
   • Implications of higher and lower scores on the 5 sub-tests
5. Ethical use
   • The goal of feedback
   • Preparing candidates for testing
   • The effect of environment or not following instructions on testing
   • Which report to use when feedback is not possible
   • The need to be accredited when giving feedback

Accreditation

1. Foundation recap
2. Interpreting scores
   • How results are shown
   • Two main reasons for using scores
   • Standardised scores
   • Adjusted scores
   • The normal distribution curve
   • Using percentiles and T-scores
   • Comparing two candidates
   • Percentile ranking
   • High and low overall percentile scores
3. Using the results
   • Individual comparison exercise
4. Job demands
   • Assessing job demands exercise
5. Giving great feedback
   • General guidelines
   • Interpretation of scores
   • Areas to consider
   • Introducing the results
   • Policy on feedback
   • Other resources