Ability Tests

Sensory
(e.g., hearing,
vision)

Motor/Physical
(e.g., dexterity,
strength, agility)

Cognitive
(e.g., intelligence,
aptitude)

Cognitive Ability
(e.g., ability to learn, or potential to learn, and
acquire new knowledge and skill)

Spearman, C. (1904) General intelligence, objectively

determined and measured. American Journal of Psychology, 15,
201-293.
Also, differentiated general intelligence from specific (s)
abilities (e.g., Spatial, Perceptual, Mechanical, Verbal,
Numerical)

Cognitive Ability (cont.)

About 50% of the variance in cognitive ability is due to g

Roughly 8-10% due to verbal, quantitative, and spatial abilities
Differences in specific abilities (verbal and numerical abilities,
spatial, perceptual, mechanical are due to differences in
investment (or focus,
interest) in each area. Role of education, opportunity,

The Wonderlic Personnel Test

Wonderlic Personnel Test
Developed in 1938, in wide use thereafter
Is a 50 multiple-choice item test taken in 12
minutes
Contentvocabulary, commonsense
reasoning, formal syllogisms, arithmetic
reasoning and computation, analogies,
perceptual skill, spatial relations, number
series, scrambled sentences, and knowledge of
proverbs.
Primarily measures verbal comprehension, with
As ofdeduction
2011, the tests
been administered
to over
200
andhave
numerical
fluency being
the
million
people
next
two factors in order of importance.

Surveys have reported the use of CA tests to range from

11% to 27%

~ Differential Aptitude Tests

~
Designed to measure an individual's ability to
learn or to succeed in a number of different
areas such as mechanical reasoning, verbal
reasoning, numerical reasoning, and space
relations.
Verbal Reasoning
Numerical Ability
Abstract Reasoning
Mechanical Reasoning
Space Relations
Language Usage

Differential Aptitude Test (DAT)

Verbal Reasoning
.. is to water as eat is to ..

..... is to night as breakfast is to ..

A.
B.
C.
D.
E.

A.
B.
C.
D.
E.

continue ----- drive

foot ----- enemy
drink ----- food
girl ----- industry
drink ----- enemy

.. is to one as second is to ..
A.
B.
C.
D.
E.

two ----- middle

first ----- fire
queen ----- hill
first ----- two
rain ----- fire

supper ----- corner

gentle ----- morning
door ----- corner
flow ----- enjoy
supper ----- morning

Differential Aptitude Test (DAT)

Numerical Ability
Add
30
20

A. 8
B. 15
C. 16
D. 26
N. none of these

Add
13
12

A. 14
B. 16
C. 25
D. 59
N. none of these

Differential Aptitude Test (DAT)

Abstract Reasoning
PROBLEM FIGURES

ANSWER FIGURES

Differential Aptitude Test (DAT)

Abstract Reasoning (cont.)
PROBLEM FIGURES

ANSWER FIGURES

Differential Aptitude Test (DAT)

Mechanical Reasoning

Which weighs more?

(If equal, mark C.)

Mechanical
Reasoning (cont.)

Mechanical Reasoning Sample Test

Differential Aptitude Test (DAT)

Space Relations

Example Items Similar to Items on the

Minnesota Clerical Test
Name Comparison
Neal Schmitt
____________________________
Hubert Feild
____________________________
Chris Riordan ____________________________
Tim Judge
____________________________
Murray Barrick ____________________________

Frank Schmidt
Herbert Field
Kris Reardan
Jim Fudge
Mick Mount

Number Comparison
84644
____________________________
179854
____________________________
123457
____________________________
987342
____________________________
8877665994
____________________________

84464
176845
12457
987342
8876659954

Cognitive Ability (cont.)

~ Measurement (Reliability) ~
Cognitive Ability Tests are among the most reliable
assessments used in organizational settings
Reliability estimates:
Overall, about .88 - .90
Test-retest (average interval 24 weeks) .83 (.65 - .95 range)
Correlation between different tests (varying item type, content,
format) = .77
_________________________________________
Most reliable Verbal and Numerical Abilities
Less reliable Spatial, Perceptual, Mechanical

Cognitive Ability (cont.)

~ Measurement (Validity) ~
Cognitive Ability Tests are among the best predictors of job
performance across jobs and settings
Individuals with high CA possess high levels of:
Declarative Knowledge (facts, procedures, rules)
Procedural Knowledge (what to do)
Cognitive Ability
Performance

Job Knowledge
(Moderator)

(mostly supervisor
ratings)

Job

Cognitive Ability Tests (Managerial Performance)

Significant correlations of g with managerial performance
Uncorrected = .25 to .35
Corrected = .43 to .53 (Ghiselli, 1972; Hunter & Hunter, 1984)

Verbal Comprehension ---- .18

Numerical Ability ---------- .42

R = .52 (Verbal Reasoning and

Numerical Ability alone)

Visual Speed/Accuracy --- .41

Verbal Reasoning:

Space Visualization ------- .31

Top managers - 98 percentile

Numerical Reasoning ---- .41

Verbal Reasoning --------- .48
Word Fluency ------------- .37
Symbolic Reasoning ------ .31

Middle managers - 95th percentile

Numerical Ability:
Top managers -85th percentile
Middle managers -59th percentile
From: Grimsley & Jarrett (1973, 1975)

The Validity of Mental Ability Tests

Project A
A multiple-year effort to develop a selection
system appropriate for all entry-level positions
in the U.S. Army
Involved the development of 65 predictor tests
that could be used as selection instruments
Produced results indicating that general mental
ability tests are valid selection instruments
across a large variety of military jobs

Project A Validity Coefficients

Validity Across Jobs

Cognitive Ability Validity Versus Other

Tests

Other Selection Devices

Test

Corr. with
Performance

Corr. with CA

Incremental
Validity

Job Knowledge

.40 - .50

.63 - .80

0 - .04

Work Sample

.31 - .43

.30 - .50

.02 - .05

Assessment
Center (Problem
Solving)

.31 - .39

.28 - .32

.02 - .05

Situational
Judgment Tests

.19 - .26

~ .32

0 - .01

Assessment
Center (Overall)

~ .44 (Mechanical
combination)
~ .31 (Holistic)

.43

.13

Interview

.44 (high structure)

.12 - .16*

.09 - .12

Biodata

.34

.37

.02

Source: Ones, Dilchert & Viswesvaran (2012)

Cognitive Ability and Interviews (Meta-analysis = .42

correlation)
Roth & Huffcutt (2013)
Theoretical Reasons for a Relationship Involve technical, problem solving, learning about policies &
procedures
(describe past accomplishments)
Require understanding of meaning, organization of answers,
processing speed
Impression management
Earlier meta-analysis reported an overall corrected correlation of .
40 (Huffcutt, Roth, & McDaniel, 1996)
More recent meta-analysis reported a noticeably lower corrected
correlation of .27 (Berry, Sackett, & Landers, 2007).

Non-Cognitive Scales and Incremental

Validity
Incremental
validity

So-called compound personality measures

(included here) are NOT highly related to CA
and provide decent incremental validity

Trait EI assesses such

things as self-esteem,
stress management,
adaptability, & emotional
stability

Cognitive Ability Predictive Power Across

Time
Consistent tasks (behavior becomes
automatic, effortless, routine)
Predictive value of CA drops over time
Inconsistent tasks (job duties differ; tasks are
resource dependent)
Predictive value remains stable over time

Validity Generalization or Situational

Specificity
Can Cognitive Ability Tests Generalize Across Jobs or Does Individual
Validity Studies Need to be Conducted?

Situational Specificity
Validity coefficients for the same combination of mental ability tests
and job performance measures differ greatly for studies in different
organizations
These differences were thought to be caused by undetermined
organizational factors that affected the correlation between
selection instruments and criteria
Selection specialists concluded that a validation study is necessary
for each selection program developed.

Validity Generalization

Meta-analyses indicate the robust nature of general cognitive

ability tests

Evidence for Validity

Generalization

Validity Generalization (cont.)

Implications for Selection
Conducting validity studies within each
organization is not needed
No organizational effects on validity; the same

predictor (selection instrument) can be used across all

organizations
It is necessary only to demonstrate through job
analysis that jobs are similar to the job in the
validity generalization study

Task differences among jobs have little

effect on the validity coefficients of mental

ability tests.

Differing information-processing and problemsolving demands of the job, not task differences
themselves

Cognitive Ability Tests (cont.)

Strengths

High reliability
Criterion-related validity for wide range of jobs (especially high
level positions
and high complexity jobs such as managerial positions)

Group administration

Ease of Scoring

Relatively low cost (e.g., versus personality test)

Weaknesses
Likelihood for adverse impact (minorities score lower than nonminorities)
Females score lower on tests of specific abilities (e.g., mechanical
ability)
Overall, best to use in combination with other tests/inventories

Assessing Emotion Scale (AES)

33 Items arranged on a 5-point scale
(1 strongly disagree to 5 strongly agree)
I find it hard to understand the non verbal messages of other people
I am aware of the non verbal messages I send to others
By looking at their facial expressions, I recognize the emotions people are
experiencing
I know why my emotions change
I know what other people are feeling just by looking at them
When another person tells me about an important event in history her life, I
almost
feel as though I experienced this event myself
When I feel a change in emotions, I tend to come up with new ideas
I help other people feel better when they are down
It is difficult for me to understand why people feel the way they do

Group Differences in Cognitive Ability

Scores

Types of Physical Ability Tests

Basic Ability Tests: Measures a single ability that consists of
medical-related information (e.g., aerobic capacity, heart
rate)
ADA issue: Considered as a medical test. Must be given post
offer.
Can be used for multiple jobs
Safe to administer
Relatively inexpensive
Physical Ability Tests (e.g., lifting, running, jumping) and
Job Simulation Tests (those related to essential job tasks such
as lifting/carrying objects, stair climbing, carrying a fire hose,
climbing a fence)
Content valid

Determining Physical Requirements of

Jobs
Job Analysis
Gather ergonomic, physiological, and
biomechanical data
(if needed)
Assess the role of work conditions on task
performance
(e.g., temperature, cramped spaces, PPE)

Physical Ability Tests

Reasons for Physical Ability Testing
More female applicants for male-dominated jobs
Reducing the incidence of work-related injuries, lost
work days
To determine the physical status of job applicants
Legal Issues in Testing Physical Abilities
Adverse impact for scores on physical ability tests

Tests must clearly be linked to critical job tasks that require

physical abilities in their completion (Test must mirror the job
demands; Key role of on-site observation)
Question is whether the tasks can be modified to reduce or
eliminate these physical demands (i.e., reasonable
accommodation for disabled applicants).

Texas city hit with police sex discrimination suit

CHRISTOPHER SHERMAN, Associated Press
Updated 7:13p.m., Tuesday, July 3, 2012
McALLEN, Texas (AP) The Justice Department sued the city of Corpus Christi on
Tuesday, alleging the Police Department discriminated in hiring women by using a
physical ability test few female applicants have been able to pass. Federal prosecutors
say only about one in five women who took the test between 2005 and 2009 passed it,
compared with about two-thirds of the men. The last two years the pass rates for men
and women increased due to a change in the cutoff scores, but the gap between men
and women persisted. The complaint filed in federal court in Corpus Christi says the
department hired 12 female entry-level officers and 113 males from 2005 to

http://www.cctexas.com/?
fuseaction=main.view&page=2478

Consent Decree (Settlement)

The consent decree requires that Corpus Christi no longer
use the physical abilities test challenged by the United
States for selecting entry-level police officers. It also
requires the city to develop a new selection procedure that
complies with Title VII.
Additionally, the consent decree requires the city to pay
$700,000 as back pay to female applicants who took and
failed the challenged physical abilities test between 2005
and 2011 and are determined to be eligible for relief. Also
under the consent decree, some women who took and failed
the challenged physical abilities test between 2005 and
2011 may receive offers of priority employment with
retroactive seniority and benefits.
Applicants interested in priority employment must pass the
new, lawful selection procedure developed by Corpus Christi
under the decree and meet other qualifications required of
all applicants considered for entry-level police officer
positions.

Physical Abilities
Fleishmans 9 Categories
of Physical Abilities

Static strength
Dynamic strength
Explosive strength

Hogans 3 Categories of
Physical Performance
Muscular
strength

Trunk strength
Extent flexibility
Dynamic flexibility
Gross body coordination
Gross body equilibrium
Stamina

Movement
quality
Cardiovascular
endurance

Physical Ability Categories (7)

Source: Baker & Gebhardt (2012). The assessment of physical

capabilities in the workplace.