Types of Personnel Tests
Published on Nov 18, 2015
A cursory look at personnel tests
MORE DECKS TO EXPLORE
PRESENTATION OUTLINE
Employee SCreening
- Performance Depends on Subordinates
- Screen out undesirables
- Limit Costs
"As expected preentry knowledge was positively related to task mastery, role clarity, work group integration, and political knowledge"
Kammeyer-Muller and Wanberg, 789
Limit turnover
Kammeyer-Muller and Wanberg, 789
Limit turnover
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PErson job fit
Main Aim of Personnel Tests
Matching knowledge, skills, abilities (KSAs) and competencies of the job (from a job analysis) to the employee's knowledge, skills, abilities, and competencies.
Use as a supplement.
Research suggests better at revealing candidates that will fail than succeed.
Use as a supplement.
Research suggests better at revealing candidates that will fail than succeed.
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Criteria
- Reliability and Validity
- Legal Implications
- Utility and Costs
- Applicant Reactions
Adverse Impact- EEOC
Cost efficient
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Validity and reliabilty
Basic Measures of a Good Test
Reliability is the tests consistency with same candidate.
Criterion, Content, Construct validity.
Criterion validity measures the correlation between the test and job performance. Content validity demonstrates the assessment shows a measure how well the candidate performs at job tasks. Any assessment can have criterion validity; only certain assessments have content validity (personality, intelligence, integrity tests no appropriate to content validity).
Construct- traits.
Criterion, Content, Construct validity.
Criterion validity measures the correlation between the test and job performance. Content validity demonstrates the assessment shows a measure how well the candidate performs at job tasks. Any assessment can have criterion validity; only certain assessments have content validity (personality, intelligence, integrity tests no appropriate to content validity).
Construct- traits.
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LEgal IMplications
From the EEOC.
Basically Prove tests related to success or failure on the job and prove tests do not unfairly discriminate against minority or non minority subgroups
Basically Prove tests related to success or failure on the job and prove tests do not unfairly discriminate against minority or non minority subgroups
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Utility and cost
Does it pay to use the test?
2 utility measures: Hiring success and economic gains.
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applicant reaction
Screening process is a two way street; don't turn off prospective candidates.
More favorable:more relevant to job
1) Work Samples, Job Knowledge, Assesment Centers
2) Cognitive Ability,
3) Personality inventories, Integrity tests, biograhpical data inventories
More favorable:more relevant to job
1) Work Samples, Job Knowledge, Assesment Centers
2) Cognitive Ability,
3) Personality inventories, Integrity tests, biograhpical data inventories
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Most Common
Structured Interviews and Biographies
Unstructured interviews not especially useful.
Structure- develope questions to assess KSA of job analysis. Interviewer has to be trained to administer properly, probe for additional information, apply rating criteria accurately and systematically.
Biographical data typically uses questions about education, training, work experience, and interests to predict success on the job.
Structure- develope questions to assess KSA of job analysis. Interviewer has to be trained to administer properly, probe for additional information, apply rating criteria accurately and systematically.
Biographical data typically uses questions about education, training, work experience, and interests to predict success on the job.
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WOrk SPecific
Job Knowledge and Work Sample
Job Knowledge- basic do you know how to perform this job.
Work Sample- Mirror tasks perform on the job
Don't test skills you will train a person for.
Work Sample- Mirror tasks perform on the job
Don't test skills you will train a person for.
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COnstructs
Personality, Ingretiy, Cognitive
Integrity measures attitudes and experiences to honesty, trustowrthiness, dependablity.
Personality tests Conscientiousness, extroversion, agreeableness, openness to experience, emotional stability.
Conscientiousness most useful predictor of performance across different jobs.
Personality tests Conscientiousness, extroversion, agreeableness, openness to experience, emotional stability.
Conscientiousness most useful predictor of performance across different jobs.
Personality
Recent research:
faking on self report test will happen and might not be a bad thing. May be job related or socially adaptive
Corrections for faking do not appear to improve validity
Low validity for predicting overall job performance
Combine personality test with cognitive ability increases validity than either used separately
Customized personality tests clearly related to future work more valid
Personality tests do have a value predicting future work behavior but more research needed.
faking on self report test will happen and might not be a bad thing. May be job related or socially adaptive
Corrections for faking do not appear to improve validity
Low validity for predicting overall job performance
Combine personality test with cognitive ability increases validity than either used separately
Customized personality tests clearly related to future work more valid
Personality tests do have a value predicting future work behavior but more research needed.
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Physical Assessments
- Personal Fitness
- Motor & Physical Assessment
personal fitness NFL combine. Run one mile, life so much weight
Motor and Physical assessment- physical tests job related.
Motor and Physical assessment- physical tests job related.
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Motor & Physical Assessment
Simulations
Assessments Centers and Situation Judgement
assessment centers specifically designed to assess interpersonal skills, communication skills, planning and organization. Exercises monitored and judged by experts
Situation Judgement-Camp Training "What would you do if..."
Situation Judgement-Camp Training "What would you do if..."
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THings to remember
- Importance of Employee Screening
- Basic Criteria for a Good Test: Reliability, Validity
- Three Types of Validity: Criterion, Content, Construct
- Be aware of legal implications when administering test
- Identify correct test for correct job analysis
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Untitled Slide
- Dessler, Gary (2013) A Framework for Human Resource Management. Upper Saddle River: Pearson Education.
- Kammeyer-Mueller JD; Wanberg CR (2003) Unwrapping the Organizational Entry Process: Disentangling Multiple Antecedents and Their Pathways to Adjustment Journal of Applied Psychology Vol 88 No 5,779-794
- Morgeson, FP; Campion MA; Dipboye RL; Hollenbeck JR; Murphy K; Schmitt N (2007) Reconsidering the Use of Personality Tests in Personnel Selection Contexts Personnel Psychology Vol 60, 638-729
- Pulakso, Elaine D. (2005) Selection Assessment Methods: A guide to implementing formal assessments to build a high-quality workplace. Virginia: Society for Human Resource Management.
