Employee Testing and Selection

1. Explain what is meant by reliability and validity.

Reliability
Reliability is a test s first requirement and refers to its consistency: A reliable test is one that
yields consistent scores when a person takes two alternate forms of the test or when he or she
takes the same test on two or more different occasions.
Validity
Reliability, while indispensable, only tells you that the test is measuring something consistently.
It does not prove that you are measuring what you intend to measure.
Test validity the accuracy with which a test, interview, and so on measures what it purports to
measure or fulfills the function it was designed to fill.
Criterion validity a type of validity based on showing that scores on the test (predictors) are
related to job performance (criterion).
Content validity test that is content valid is one that contains a fair sample of the tasks and skills
actually needed for the job in question.
Construct validity test that is construct valid is one that demonstrates that a selection procedure
measures a construct and that construct is important for successful job performance.

2. Explain how you would go about validating a test.

Evidence-Based HR: How to Validate a Test
STEP 1: ANALYZE THE JOB
STEP 2: CHOOSE THE TESTS
STEP 3: ADMINISTER THE TEST
STEP 4: RELATE YOUR TEST SCORES AND CRITERIA
STEP 5: CROSS-VALIDATE AND REVALIDATE

3. Cite and illustrate our testing guidelines.

Bias
Most employers know they shouldn’t t use biased tests in the employee selectionprocess.19 in
practice, two types of bias may arise. First, there may be bias in how the test measures the trait it
purports to measure.
Utility Analysis
Knowing that a test is reliable and valid may not be of much practical use.
Validity Generalization
Many employers, particularly smaller ones, won’t find it cost-effective to conduct validity
studies for the selection tools they use. These employers must find tests and other screening tools
that have been shown to be valid in other settings (companies), and then bring them in-house in
the hopes that they ll be valid there, too.

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

Test Takers Individual Rights and Test Security
Test takers have rights to privacy and feedback under the American Psychological
Association s (APA) standard for educational and psychological tests; these guide psychologists
but are not legally enforceable. Test takers have the following rights:
 The right to the confidentiality of test results.
  The right to informed consent regarding use of these results.
 The right to expect that only people qualified to interpret the scores will have access to
them, or that sufficient information will accompany the scores to ensure their appropriate
interpretation.
 The right to expect the test is fair to all. For example, no one taking it should have prior
access to the questions or answers.
PRIVACY ISSUES
1. Make sure you understand the need to keep employees information confidential.
2. Adopt a need to know policy. For example, if an employee has been rehabilitated after a
period of drug use and that information is not relevant to his or her functioning in the
workplace, then a new supervisor may not need to know.
Computerized and Online Testing

5. List eight tests you could use for employee selection, and how you would use them.
TYPES OF TESTS
Tests of Cognitive Abilities
 INTELLIGENCE TESTS
 SPECIFIC COGNITIVE ABILITIES
Tests of Motor and Physical Abilities
Measuring Personality and Interests
Achievement Tests
Intelligence Test
Intelligence test is conducted to find out the intelligence of the candidate. It helps to measure
their mental ability, numerical ability, presence of mind, memory, communication skills, etc.
This test is used for selecting managers. It is also used for selecting candidates for MBA courses.
Interest Test
Interest test is conducted to find out whether the candidate is interested in a particular job or not.
It finds out the likes and dislikes of a candidate about his occupation, hobbies, etc. This test helps
the company to provide vocational guidance to their employees.
Performance Test
Performance test is conducted to measure candidate's performance in a particular job. It helps to
find out the candidate's knowledge and skill required for a specific job. For e.g. Typing test can
measure the speed and accuracy of a typist or a data entry operator.
Personality Test
Personality test is conducted to find out the maturity, inter-personal skills, emotional stability,
capacity to get along, behaviors under stress and strain, etc. This test is used for selecting
salesman, public relations staff, etc.
Projective Test
Projective test is conducted to find out how the candidate interprets (explains) the problem or
situation. For e.g. A picture is shown to the candidate, and he is asked to give his views and
opinions about it.
Aptitude Test
Aptitude test is conducted to find out:
Whether the candidate has the talent to do a specific job, or whether he has the ability to learn the
job after giving him training.
General Knowledge Test
G.K. test is conducted to find out the general awareness of the candidates. They are asked
questions about politics, work affairs, current affairs, etc.
Perception Test
Perception test is conducted to check the beliefs, attitudes, intelligence, mental sharpness,
wisdom, etc. of the candidate.

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

 Basic procedure
 Situational judgment tests
Management assessment centers
 The in-basket.
 Leaderless group discussion
 Management games
 Individual presentations
 Objective tests
 The interview
Situational testing
 Manager: Well, I’m glad you’re here.
 Associate: Oh? Why is that?
 Manager: Look at this place that is why! I take a day off and come back to find the
department in a mess. You should know better.
 Associate: But I didn’t t work late last night.
 Manager: Maybe not. But there have
 Computerized multimedia assessment
 Miniature job training and evaluation
 Realistic job previews
 Testing techniques for managers
Work samples Actual job tasks used in testing applicant’s performance.
Work sampling technique a testing method based on measuring performance on actual basic
job tasks. Management assessment center
A simulation in which management Candidates are asked to perform realistic tasks in
hypothetical situations and are scored on their performance. It usually also involves testing and
the use of management games.
Review
 Situational judgment
 Assessment centers
 Situational testing
 Computers
 Miniature job training
 Realistic job previews
 Managers and testing

7. Explain the key points to remember in conducting background investigations.

Background Investigations
 Why perform checks?
 Effectiveness
 Legal dangers
o Defamation
o Privacy
 How to check
 Applicants’ social postings
 Pre-employment information services
 The polygraph and honesty testing
 Graphology
 Human lie detectors
 Physical exams
 Substance abuse
 Complying with immigration law
 Improving productivity through HRIS