6-1

Employee Testing

and Selection 6

6-2

Learning Objectives

1. Explain what is meant by reliability and

validity.

2. Explain how you would go about

validating a test.

3. Cite and illustrate our testing

guidelines.

4. Give examples of some of the ethical

and legal considerations in testing.

6-3

Learning Objectives

5. List eight tests you could use for employee selection, and how you would use them.

6. Give two examples of work sample/simulation tests.

7. Give examples of some of the ethical and legal considerations in testing.

6-4

Why Careful Selection is

Important

• Performance

• Cost

• Legal obligations

• Person and job/organization fit

6-5

Explaining what is meant

by reliability and validity

6-6

Basic Testing Concepts

• Reliability

• Validity

oCriterion validity

oContent validity

oConstruct validity

6-7

Review

• Reliability =

consistency

• Validity =

measuring what

you intend to

measure

6-8

How to go about validating

a test

6-9

Evidence-Based HR: How

to Validate a Test

• Analyze

• Choose

• Administer

• Relate

• Cross-validate

6-10

Review

6-11

Cite and illustrate our

testing guidelines

6-12

Evidence-Based HR: Test

Validation Issues

• Who scores the test?

• Bias

• Utility analysis

• Validity generalization

6-13

Review

6-14

Ethical and legal

considerations in testing

6-15

Evidence-Based HR: Test

Validation Other Issues

• Individual rights and test security

• Privacy issues

• Using tests at work

• Computerized and online testing

6-16

Review

• Rights and security

• Privacy

• Tests at work

• Computerized,

online testing

6-17

Tests for employee

selection, and how you

would use them

6-18

Types of Tests

• Cognitive abilities

o Intelligence tests

o Specific cognitive abilities

• Motor & physical abilities

• Measuring personality

• Interest inventories

• Achievement tests

6-19

What do personality tests

measure?

• The “Big Five”

• Predicting

performance

• Caveats

6-20

Review • Interests

• Achievement

• “Big 5”

• Predicting

• Caveats

o Interpretation

oLegal issues

oDisputing value

• Cognitive

abilities

o IQ

oSpecific mental

abilities

• Motor skills

• Personality

6-21

Examples of work

sample/simulation tests

6-22

Work samples and

simulations

• Basic procedure

• Situational judgment tests

• Management assessment centers

• Situational testing

6-23

Work samples and

simulations

• Computerized

multimedia assessment

• Miniature job training

and evaluation

• Realistic job previews

• Testing techniques for

managers

6-24

Review

• Miniature job

training

• Realistic job

previews

• Managers and

testing

• Situational

judgment

• Assessment

centers

• Situational

testing

• Computers

6-25

Examples of some of the

ethical and legal

considerations in testing

6-26

Background Investigations

• Why perform checks?

• Effectiveness

• Legal dangers

oDefamation

oPrivacy

• How to check

6-27

Background Investigations

• Applicants’ social postings

• Pre-employment information services

• The polygraph and honesty testing

• Graphology

6-28

Background Investigations

• “Human lie detectors”

• Physical exams

• Substance abuse

• Complying with immigration law

• Improving productivity through HRIS

6-29

Review

• Why perform checks?

• Effectiveness

• Legal dangers

• How to check

• Social postings

• Information services

6-30

Review

• Honesty testing

• Graphology

• “Human lie detectors”

• Physicals/drugs

• Immigration

• HRIS