2010week3Validity_and_Testing

2010week3Validity_and_Testing - Testing Why test, and how...

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1 of 44 Testing Why test, and how do you find the right test?
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of 44 What Is A Test? Any instrument or tool used to differentiate between job applicants Paper and pencil tests Structured Interviews Work samples References Assessment centers.
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of 44 Discussion Questions In your experience, how frequently do organizations use tests to hire applicants? If tests are not used, how are applicants screened?
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of 44 Limitations of Typical Selection Procedures Procedures are not standardized Predictive power is low Procedures (especially interview questions) may be illegal, or used differentially. Note: Interviews are not the only selection procedure that can be used inappropriately!
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of 44 When Done Appropriately, Testing Is: Legal and fair Cost effective Accurate – both reliable and valid Practical.
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of 44 Appropriate Testing Involves: Asking all candidates the same questions Asking questions that are clearly related to the job Scoring responses in the same way for all job candidates Establishing that test scores are accurate in predicting job performance Creating a test that is cost-effective.
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of 44 Organizations Typically Make the Decision To Use Tests After: Analyzing productivity of current workforce Projecting needs for future skills Developing a strategic plan, including a human resource plan Responding to a legal action Receiving internal or external recommendations.
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of 44 Nine-Step Scientific Assessment Model Conduct a job and risk analysis Develop a recruitment strategy Select or develop a personnel test Identify relevant criterion measures Determine test validity and reliability Determine test fairness Develop expectancy tables Forecast utility and return on investment Document impact.
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of 44 Job and Risk Analysis You already know how to do a job analysis, right? (Oh please, say yes. ..) Job descriptions provide the legal foundation for test selection. .. ...if it doesn’t appear as a significant part of the job, don’t test for it. Example – Soroka v. Dayton Hudson “Psychscreen” test for Target Store security officers.
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of 44 “Psychscreen” ($2 million settlement) Ruled to violate privacy Sample questions: I have often wished I were a girl (boy) I have never indulged in any unusual sex practices I believe my sins are unpardonable I am strongly attracted to members of my own sex I feel there is only one true religion.
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of 44 Where Can Organizations Get Tests? From test publishers Typically organization must have a psychologist on staff to purchase tests From consultants From Human Resource or Organizational Development Departments Develop in house From industry associations.
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PANtesting A web-based system for the distribution, administration, and analysis of professional assessments, tests, and surveys. Represents a network of over 35 of the top
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2010week3Validity_and_Testing - Testing Why test, and how...

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