Final answer:
Employers use various candidate analysis and testing tools, including IQ, skills, and personality tests, to assess a person's suitability for a job. Performance appraisals based on job analysis are also common for evaluating current employees. However, subjective biases can sometimes influence hiring decisions.
Step-by-step explanation:
A tool used by employers to assess a person's reasoning, thinking, performance, and job success is typically a form of candidate analysis and testing. These evaluations are crucial because they help determine whether an applicant has the necessary knowledge, skills, and abilities (KSAs) for a particular job. Employers might use various types of tests, such as IQ tests, job-specific skills tests, personality tests like the Minnesota Multiphasic Personality Inventory (MMPI), and integrity or physical fitness tests.
Moreover, organizations frequently use cutoff scores to filter candidates during the selection process. For example, applicants may be required to score above a certain threshold on a test like the Wonderlic Personnel Test to progress to the next stage of hiring. Additionally, performance appraisals are conducted to assess current employees' job performance, often using a 360-degree feedback system. Within this appraisal, performance metrics are compared against the job analysis and previously set goals to identify areas for improvement or successful training outcomes.