Aptitude Tests Reveal the Difference Between Your Aptitude & AbilityWritten by Roger Clark
Aptitude tests measure your skills, abilities, values, interests and personality in order to help you determine which careers you might be best suited for and eliminate those that you are not. Aptitude tests are some of most important tools to anyone considering a career change.Job satisfaction for individuals depends on several different factors. An increasing number of people now do not cite money as most important factor in picking a career. Other factors of importance are if they like their workplace, if they enjoy work they do, and if their work receives acknowledgment and acclaim Types of Aptitude Tests Free Tests There are a number of free assessment tests available. Many career tests can be found free of charge on internet. These free assessment tests generally ask a few short questions about what you like to do and spit out a generic response based on your answers. More comprehensive aptitude tests... These are designed to measure several areas that are actually entry requirements for numerous career clusters. The areas measured might include mechanical, spatial, verbal, language, word knowledge, mathematical ability and perceptual speed and accuracy. There is usually a fee charged for a more comprehensive aptitude test. Other tests are comprised of numerous survey questions which ask you to rate how you feel about performing certain tasks. Your answers reveal your work values. For example, this type of tests analyzes whether you are more private or social; investigative or accepting, etc. This type of career assessment test can assist you in narrowing down your options to career clusters where your interest, ability and aptitude all match. Employers and Career Aptitude Test More and more employers are also beginning to utilize aptitude tests in order to screen applicants because they also realize that best candidate for their opening is person who not only has required experience but also complementing interests and aptitudes. Many major companies have realized importance of assessing candidates. Do not be surprised if you end up taking one of these tests during your job interview. The tests help employers figure out if candidates will be able to fit into work environment at their company and if their personality traits are in collusion with company’s values and work code.
| | Directing Voiceovers: Don't Be. Do.Written by Peter Drew
Directing a voice-over talent you’ve hired to read a spot for, say, dog food is pretty much same as directing a great actor in a scene in a major film production. Well, almost same. Go with me here.It’s all about action. The end result of performers’ action in both situations is a reaction from audience. A successful performance in dog food commercial gets listener to buy product. The well-acted movie gets viewer to buy into world it creates. Independent filmmaker, Steve Pak, writes: “…the goal is to tell a story dramatically rather than didactically, which means characters do things rather than explain things.” To get listeners to buy your product or service, you need to get voice actor to actually do something with copy, not think about what they’re doing with copy. Mr. Pak observes: “The challenge for directors is to stop talking about results and start talking about process.” In other words, it’s what happens during journey, not just arriving at destination, that’s most important to story. Mr. Pak’s key to talking about process is use of action verbs, not adjectives. How does this work with a piece of commercial copy? Let’s take our example of dog food. We’ll call our brand “Stinkalicious.” It’s a wet, canned food. Now, Stinkalicious’s unique selling proposition is that it only stinks to dogs! Yes, when you open a can of new, genetically altered Stinkalicious dog food, only your dog can smell disgusting aromas that always appeal best to dogs. It’s these non-aromatic aromas that cause Rover to come a runnin’.
|
