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IQ, Entrance Exams & Aptitude Tests

The IQ-college exam link: entrance exams & finals

IQ level impacts final exam performance, GPA, and undergraduate, graduate and professional school entrance exam performance.

IQ level and entrance exam scores are tightly linked, whether at the undergraduate, college or professional level. They have a correlation (a statistical measure of the link) of over +0.82, a very high link.  This is not surprising since the SAT test was originally designed to be a straight IQ test – historically it is an adapted form of the Army Alpha IQ test.

Increase your admission exam score with HighIQPro

Using our scientifically valid IQ increasing software can improve your score on an admission exam substantially.

 

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Which exams benefit from HighIQPro training?

Any undergraduate, graduate or professional admission exam performance can benefit from HighIQPro training, providing one of the following conditions are met:

  • The exam has an analytical/reasoning/problem solving component. The software will not directly benefit factual knowledge exams.
  • The exam is time-pressured and speed &  efficiency is important.

 

IQ & psychometric job aptitude tests

The job aptitude test is also known as the psychometric test, career aptitude test, career test, recruitment test or simply job test.  As much as 70% of companies use IQ-based selection tests in their recruitment process. Most of these aptitude tests are straight IQ tests.

Our IQ increasing software HighIQPro has been scientifically demonstrated to improve your intelligence by over 40%. This will impact your job aptitude test score.

 

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References

  • Gottfredson, L.S. (1997) Why g matters: The complexity of everyday life. Intelligence 24:79–132.
  • Kaufman, A. S. & Lichtenberger, E. O. (2005). Assessing Adolescent and Adult Intelligence, 3rd Edition. Wiley.
  • Rohde, T. E. & Thompson, L. A. (2007). Predicting academic achievement with cognitive ability, Intelligence, 35, 83-92.
  • Murphy, K. (1989). Is the relationship between cognitive ability and job performance stable over time? Human Performance, Vol. 2, pp. 183-200.
  • Gottfredson, L.S. (1997) Why g matters: The complexity of everyday life. Intelligence 24:79–132.
  • Ree, M. J., & Earles, J. A. (1992). Intelligence is the best predictor of job performance. Current Directions in Psychological Science, Vol. 1, pp. 86-89.
  • Ree, M. J., Earles, J. A., & Teachout, M. S. (1994). Predicting job performance: Not much more than g. Journal of Applied Psychology, Vol. 79, pp. 518-524.
  • Schmidt, F. L., & Hunter, J. E. (1981). Employment testing: Old theories and new research findings. American Psychologist, Vol. 36, pp. 1128-1137.
  • Schmidt, F. L. & Hunter, J. E . (1998). The validity and utility of selection methods in personnel psychology: Practical and theoretical implications of 85 years of research findings. Psychological Bulletin, Vol. 124, pp. 262-274.
  • Tett, R. P., Jackson, D. N., & Rothstein, M. (1991). Personality measures as predictors of job performance: A meta-analytic review. Personnel Psychology, Vol. 44, pp. 703-742.

 

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