MOS 3384 – Chapter 7: Use of Tests in Selection
Ganizations are finding that valid employment tests can play an intt ;ral part of
their selection battery, iding important insights into the job applicant’s personality,
values and work ethic.
Well-designed tests provide a fair and objective basis for assessing an
applicant’s potential, s
Perlal evaluation methods are vulnerable to the stereotypes, personal biases,
and perceptual limitations of the evaluator
F test scores can be more easily interpreted and combined with other predictors
than other personal evaluations.
High reliability ai proven validity,
Versatility Tests can be used both for recruiting purposes and for new hires after
they ^ave joined the organization. (internal promotions, training potential ect)
Pplicant’s core values, work-related attitudes, and stable personality traits are
invisible. And can be faked or misinterpreted
Lot all tests have been tested. Not proven reliable or validity until they have seen
psychometric data pertaining to the tests.
Use of tests for purposes for which they were not meant. Onus is on the
employer to ensure that only qualified persons interpret t test results.
Knowledge, skills, abilities, or other competencies (KSAO) tested must be related
to job performance criteria identified through job analysis. ‘accurately assess the
individual’s performance or capacity to perform the essential components of the
job in question, safely, efficiently and reliable does not discriminate disabled
Job knowledge tests attempt to assess the degree to which job applicants are
knowledgeable about concepts, issues, or procedures essential for successful
Questions that differentiate the truly skilled and experienced applicants from
those who are less knowledgeabl
Two important uses(1) to check ipplicant’s claims about their knowledge, and (2)
to assess the job knowledge of pre sent employees being considered for
promotion or transfer.
Highly reliable because they measure only information and knowledge, with
validities that average 0.45 against job performance Practical intelligence: the practical ability to accomplish tasks and solve problems
successfully rather than professed theoretical knowledge is critical for job
Vocational interest tests
show how a person’s interest pattern compares with successful job incumbents.
Dicate the occupations or areas of work where a person is lost likely to be
interested and to find most satisfying assume Do well at and remain
More useful in predicting job stability than they are in predicting job success.
Susceptible to faking, might make up interest to align with corporate values
Ability and Aptitude Tests
Ability tests measure an individual’s mental, mechanical, physical (e.g., psycho-
motoi coordination), and clerical abilities.
Aptitude tests measure an individual’s innate ability to learn and understand
Distinction is arbitraryBoth types of test measure “what a person has learned up
to the time he or she takes the test.No test can truly measure future capacity to
Skills refer to the degree of proficiency in a specific task, based on past learning,
experience.ce and aptitude.
distinct human abilities have been identified/ :lassified into four major groups:
Cognitive abilities are related to general intellectual abilities, :h as verbal and
numerical abilities, problem solving, reasoning, ordering, logical tation, and
Scapa ity to mentally manipulate words, figures, symbols, numbers, and logical
General mental ability refers to the underlying factor that determine most mental
abilities, such as verbal and mathematical reasoning, manipulation of symbols
and information, and logical reasoning
Ndicative of a person’s “brain power, bund to predict a new employee’s
performance during job training and general jofc performance
•elationship holds for most types of jobs, especially those ire high levels of
alidity coefficients of 0.50,
?sycho-motor abilities reflect a person’s ability to con troll muscle movements,
dexterity, coordination, reaction time
re actual performance tests and assess skil closely related to actual job
performance. I Sensory and perceptual abilities refer to a person’s vision, hearing, and sensory
capabilities. Test Physical abilities generally refer to muscular strength,
cardiovascular endurance, and movement quality
Morelikely to be injured while performing jobs for which they have r mstrated the
Iversely impact on women and other minority groups
Assesses whether an applicant has a healthy cardiovsvascular system, not
whether the applicant has cardiovascular endurance
Leadership and bMOTioNAL intelligence iests
Effective leaders can have vastly different leadeiership styles; nor uoes a single
leadership style seem successful in all settings. Dimensions assessed..
Vision and the ability to think in big-picture terms rather than in minute details
Optimism and excitement about purpose
Ability to value subordinates and others for their unique