Recruitment and selection (R&S)

Work Sample:

Designed to have high content validity through a close relationship with the job.

Based on the premise that the best predictor of future behavior is observed behavior under similar situations. These tests require the examinee to perform tasks that are similar to those that are performed on the job.

Advantages high reliability

high content validity since work samples are a sample of the actual work performed on the job

low adverse impact

because of their relationship to the job, these tests are typically viewed more favorable by examinees than aptitude or personality tests

difficult for applicants to fake job proficiency which helps to increase the relationship between score on the test and performance on the job

Work Sample tests use equipment that is the same or substantially similar to the actual equipment used on the job

Disadvantages costly to administer; often can only be

administered to one applicant at a time although useful for jobs where tasks and

duties can be completed in a short period of time, these tests have less ability to predict performance on jobs where tasks may take days or weeks to complete

less able to measure aptitudes of an applicant thus restricting the test to measuring ability to perform the work sample and not more difficult tasks that may be encountered on the job

Types of Work Sample TestsWork-Sample Tests of Trainability These are tests through a period

of instruction when the applicant is expected to learn tasks involved in a work sample. The work-sample tests of trainability are suitable for untrained applicants with no previous job experience. The predictive validity of this technique is low relative to other techniques and there is evidence the validity of the instrument may attenuate over time.

Simulation of an Event These tests present the candidate with a picture of an incident along with quotations from those involved. The candidates then respond to a series of questions in which they write down the decisions they would make. The test is scored by subject matter experts.

Low Fidelity Simulations These tests present applicants with descriptions of work situations and five alternative responses for each situation. Applicants choose the responses they would most likely and least likely make in each situation.

Work-samples Applicants perform observable, job-related behaviors as predictors of criterion performance. It is not feasible to adapt certain work behaviors for testing. Work samples often are not conducive to group administration and, therefore, were dropped from consideration because of concerns regarding test security

Validating Work Sample TestsContent ValidityThe most direct relationship between the test and job would be

shown through content validation. The tasks and dutiesperformed on the test would be compared to the tasks andduties performed on the job. The test should encompasssignificant (in quantity or in importance) tasks/duties of thejob.

Criterion ValidityTo measure this validity, you must first determine what criteria

will be used. Two common forms of criteria are:◦ Supervisory ratings of the incumbent's job performance. The

disadvantage of using supervisory ratings as criteria is that theytypically lack sufficient reliability to be used for statistical analysis.The reliability of these measures is attenuated by rater errors such as'halo' or 'leniency'. These ratings alto tend to lack the variabilitynecessary to show a correlation between predictor and criterion.

◦ Production measures such as quantity or quality of work. Productionmeasures are not available for some jobs.

The predictor measures used with work sample tests include:◦ Number of work samples completed (using a time limit)◦ Time to complete work samples (using a limit on the number of work

samples to be completed on the test)◦ Number and type of errors

Thank You So Much