chapter 6 selection and testing.ppt

7/27/2019 chapter 6 Selection and Testing.ppt

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Employee Testing and Selection


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Reliability

Consistency of scores obtained by the same personwhen retested with identical or equivalent tests.

Are test results stable over time?Validity

Indicates whether a test is measuring what it issupposed to be measuring.

Does the test actually measure what it is intended tomeasure?

63

Basic Testing Concepts


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A Slide from the Rorschach Test

64Source: http://en.wikipedia.org/wiki/File:Rorschach1.jpg, accessed July 27,

2009.


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Types of Validity

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Criterion Validity Content Validity

Test Validity

Face

Validity

Criterion Validity shows that scores on the test (predictors) are related to job performance

Content Validity shows that the test contains a fair sample of the tasks and skills actually needed for the job

in question


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How to Validate a Test

66

1

Relate Your Test Scores and Criteria: scores versus

actual performance

Choose the Tests: test battery or single test

Steps in Test Validation

Analyze the Job: predictors and criteria

Administer the Tests: concurrent or predictive validation

2

3

4

Cross-Validate and Revalidate: repeat Steps 3 and 4

with a different sample5


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Examples of Web Sites Offering Information on Tests or Testing Programs

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Expectancy Chart

68

Note: This expectancy chart shows the

relation between scores made on the

Minnesota Paper Form Board and rated

success of junior draftspersons.

Example: Those who score between 37

and 44 have a 55% chance of being

rated above average and those scoring

between 57 and 64 have a 97% chance.


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Testing Program Guidelines

69

1. Use tests as supplements.

2. Validate the tests.

3. Monitor your testing/selection programme.

4. Keep accurate records.

5. Use a certified psychologist.

6. Manage test conditions.

7. Revalidate periodically.


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Under the APAs standard for educational and psychological tests,test takers have the right:

To privacy and information.

To the confidentiality of test results.

To informed consent regarding use of these results.

To expect that only people qualified to interpret the scores willhave access to them.

To expect the test is fair to all.

610

Test Takers Individual Rights and Test Security


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Major Types of Tests

Basic skills tests

Job skills tests

Psychological tests

Why Use Testing?

Increased work demands = more testing

Screen out bad or dishonest employees

Reduce turnover by personality profiling

611

Using Tests at Work


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Online tests

Telephone prescreening

Offline computer tests

Online problem-solving tests

Types of Tests

Specialized work sample tests

Numerical ability tests

Reading comprehension tests

Clerical comparing and checking tests

612

Computerized and Online Testing


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Types of Tests

613

Cognitive

(Mental)

Abilities

Achievement

Motor and

Physical

Abilities

Personality

and

Interests

What Tests

Measure


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Work Samples and Simulations

614

Work

Samples

Miniature

Job Training

andEvaluation

Management

Assessment

Centers

Video-Based

Situational

Testing

Measuring Work

Performance Directly


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Investigations and Checks

Reference checks

Background employment checks

Criminal records Educational qualifications

Credit checks

Why?

To verify factual information provided by applicants.

To uncover damaging information.

615

Background Investigations and Reference Checks


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Background Investigations and Reference Checks(continued)

616

Former Employers

Current Supervisors

Written References

Social Networking Sites

Commercial Credit

Rating Companies

Sources of

Information


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Limitations on Background Investigations andReference Checks

617

Background

Investigations

and

Reference Checks

Supervisor

Reluctance

Employer

Guidelines

Legal

Issues:

Privacy

Legal

Issues:

Defamation


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Using Pre-employment Information Services

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1

Notice of adverse action to applicant/employee

Employer certification to reporting agency

Acquisition and Use of Background Information

Disclosure to and authorization by applicant/employee

Providing copies of reports to applicant/employee

2

3

4


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Handwriting of an Uptight Personality

620

Source:http://www.graphicinsight.co.za/writingsamples.htm#The

%20Uptight%20Personality%2, accessed March 28,

2009. Used with permission ofwww.graphicinsight.co.za.


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Procedure in Complying with the countrys Immigration Law

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1. Hire only citizens and aliens lawfully authorized to work in the

country2. Advise all new job applicants of your policy.

3. Require all new employees to complete and sign the verification

form designated by the Immigration and Naturalization Service

(INS) to certify that they are eligible for employment.

4. Examine documentation presented by new employees, record

information about the documents on the verification form, and

sign the form.

5. Retain the form for three years or for one year past the

employment of the individual, whichever is longer.6. If requested, present the form for inspection by INS or

Department of Labor officers. No reporting is required.


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624

K E Y T E R M S

negligent hiring: A legalclaim made against an employer by a damaged employee who claims thatthe employer either knew about or should have known about a situation in the employee's past thatindicates they may be violent or untrustworthy. A business can help avoid negligent hiring claims byperforming a background check, drugtest and medical exam prior to hiring a new employee.

reliability

test validity

criterion validitycontent validity

expectancy chart

interest inventory

work samples

work sampling techniquemanagement assessment center

situational test

video-based simulation

miniature job training and evaluation
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