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. 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. Explain the key points to remember in conducting background investigations. LEARNING OUTCOMES
Why Careful Selection is Important Organizational performance Costs of recruiting and hiring The Importance of Selecting the Right Employees Legal obligations and liability
Avoiding Negligent Hiring Claims • Carefully scrutinize information on employment applications. • Get written authorization for reference checks, and check references. • Save all records and information about the applicant. • Reject applicants for false statements or conviction records for offenses related to the job. • Balance the applicant ’ s privacy rights with others ’ “ need to know. ” • Take immediate disciplinary action if problems arise.
Basic Testing Concepts • Reliability – Describes the consistency of scores obtained by the same person when retested with the identical or alternate forms of the same test. – Are test results stable over time? (f.e: SAT) • Validity – Indicates whether a test is measuring what it is supposed to be measuring. – Does the test actually measure what it is intended to measure?
Types of Validity Criterion validity Content validity Types of Test Validity
Types of Validity • Criterion validity – means demonstrating that those who do well on the test also do well on the job, and that those who do poorly on the test do poorly on the job. – In psychological measurement, a predictor is the measurement (in this case, the test score) that you are trying to relate to a criterion , such as performance on the job. • Content Validity – Employers demonstrate the content validity of a test by showing that the test constitutes a fair sample of the job ’ s content. – The basic procedure here is to identify job tasks that are critical to performance, and then randomly select a sample of those tasks to test.
Evidence-Based HR: How to Validate a Test 1 Relate Your Test Scores and Criteria: scores versus actual performance (Figure 6-3) Choose the Tests: test battery or single test (Figure 6-2) Steps in Test Validation Analyze the Job: predictors and criteria (Job descriptions and specifications, skills and traits) Administer the Test: concurrent or predictive validation 2 3 4 Cross-Validate and Revalidate: repeat Steps 3 and 4 with a different sample 5
Testing Program Guidelines 1. Use tests as supplements. 2. Validate the tests. 3. Monitor your testing/selection program. 4. Keep accurate records. 5. Use a certified psychologist. 6. Manage test conditions. 7. Revalidate periodically.
How Do Employers Use Tests at Work? • Major Types of Tests – Basic skills tests (the ability to read instructions, write reports, and do arithmetic adequate to perform common workplace tasks) – Job skills tests – Psychological tests • Why Use Testing?
- Spring '18
- supervisor, Job Analysis and Talent