Compilation of Notes and references.

Pulakos, Elaine (2005) Selection Assessment Methods: A guide to implementing formal assessments to build a high-quality workforce SHRM Foundation, 1800 Duke Street, Alexandria, VA 22314.

Page 1Common Misconceptions About Selection Tests_ Myth: Screening applicants for conscientiousness will yield better performers thanscreening applicants for intelligence._ Myth: Screening applicants for their values will yield better performers thanscreening applicants for intelligence._ Myth: Integrity tests are not useful because job candidates misrepresentthemselves on these types of tests._ Myth: Unstructured interviews with candidates provide better information thanstructured assessment processes._ Myth: Using selection tests creates legal problems for organizations rather thanhelps solve them.

Rynes, S. L., Colbert, A. E., & Brown, K. G. (2002). HR professionals’ beliefs about effective human resources practices:Correspondence between research and practice. Human Resource Management, 41, 149-174.

Commercially Available Versus Custom-Developed AssessmentsCommercial Advantages_ Test content already available, soimplementation is fast._ Most have data on validity and groupdifferences, often from similar jobs._ Tests are usually upgraded, maintainedand continually evaluated over time bythe test developer.Commercial Disadvantages_ Licensing fees to use off-the-shelf testsover time are expensive and can beprohibitive for some organizations._ The tests are used in many situations,raising possible test security andcompetitive advantage concerns.Custom-Developed Advantages_ Once initial test development costs areincurred, the organization pays noongoing licensing or usage fees._ Test content can be fully customized tothe organization’s jobs and strategy,maximizing relevance and potentialcompetitive advantage.Custom-Developed Disadvantages_ Proper assessment development andvalidation takes time._ Organization will need to be responsiblefor upgrades, maintenance and ongoingevaluation.