INP4004

5. ASSESSMENT METHODS FOR SELECTION AND PLACEMENT

PSYCHOLOGICAL TEST

CHARACTERISTICS

Group vs. individual

Objective vs. open-ended

Paper and pencil vs. performance

Power vs. speed

Test Types

Ability Tests

Cognitive ability

Psychomotor ability

Knowledge and skill or achievement

Personality

Emotional Intelligence: Trait vs. Information Processing

Integrity: overt vs. personality

Vocational interest

Personality Testing Issues

Big Five

Faking by job applicant

Faking not a source of invalidity (Schmitt et al. 1995, Journal of Applied Psychology)

Used worldwide (Salgado, 1997, Journal of Applied Psychology) in Europe

BIOGRAPHICAL INFORMATION

Biographical inventory or BIB

Detailed information about a person’s background

Empirical vs. rational

Predictive of job performance

INTERVIEWS

Used in almost every hiring situation

Most acceptable to college students in US and France (Steiner &

Gilliland, 1996, Journal of Applied Psychology)

Relates to cognitive ability (Huffcutt et al., 1996, Journal of Applied Psychology)

Structured vs. unstructured

Structured much more valid in predicting performance

WORK SAMPLES

Simulation of actual job tasks

Good predictors of future job performance

Acceptability by applicants because of obvious job relevance

High face validity

ASSESSMENT CENTERS

Simulation of management and other white collar jobs

44% of British employers who hire college students use (Keenan, 1995, Journal of Organizational Behavior)

In US used mainly for promotion and selection of managers

Can alse be used for employee development

Overall scores valid predictors of performance

Dimension scores not valid

Assesses how person fits role (Russell & Domm, 1995, Journal of Occupational and Organizational Psychology)

ELECTRONIC ASSESSMENT

Electronic administration of psychological test

Web-based assessment

Can administer customized test

Makes scoring easier and quicker

Tailored testing

Trend or wave of the future?