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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. Copyright © 2013 Pearson Education, Inc. Publishing as Prentice HallChapter 6-3
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Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall
Employee Testing and Selection6
Chapter 6-1
Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall
Learning Objectives1. 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.
Chapter 6-2
Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall
Learning Objectives5. 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.
Chapter 6-3
Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall
Why Careful Selection is Important
• Performance• Cost• Legal obligations• Person and job/organization fit
Chapter 6-4
Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall
Explaining what is meant by reliability and validity
Chapter 6-5
Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall
Basic Testing Concepts• Reliability• ValidityoCriterion validityoContent validityoConstruct validity
Chapter 6-6
Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall
Review• Reliability =
consistency• Validity =
measuring what you intend to measure
Chapter 6-7
Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall
How to go about validating a test
Chapter 6-8
Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall
Evidence-Based HR: How to Validate a Test
• Analyze• Choose• Administer• Relate• Cross-validate
Chapter 6-9
Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall
Review
Chapter 6-10
Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall
Cite and illustrate our testing guidelines
Chapter 6-11
Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall
Evidence-Based HR: Test Validation Issues
• Who scores the test?• Bias• Utility analysis• Validity generalization
Chapter 6-12
Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall
Review
Chapter 6-13
Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall
Ethical and legal considerations in testing
Chapter 6-14
Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall
Evidence-Based HR: Test Validation Other Issues
• Individual rights and test security• Privacy issues• Using tests at work• Computerized and online testing
Chapter 6-15
Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall
Review• Rights and security• Privacy• Tests at work• Computerized,
online testing
Chapter 6-16
Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall
Tests for employee selection, and how you
would use them
Chapter 6-17
Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall
Types of Tests• Cognitive abilities
o Intelligence testso Specific cognitive abilities
• Motor & physical abilities• Measuring personality• Interest inventories• Achievement tests
Chapter 6-18
Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall
What do personality tests measure?
• The “Big Five”• Predicting
performance• Caveats
Chapter 6-19
Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall
Review• Interests• Achievement• “Big 5”• Predicting• Caveats
o InterpretationoLegal issuesoDisputing value
Chapter 6-20
• Cognitive abilitieso IQoSpecific mental
abilities• Motor skills• Personality
Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall
Examples of work sample/simulation tests
Chapter 6-21
Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall
Work samples and simulations
• Basic procedure• Situational judgment tests• Management assessment centers• Situational testing
Chapter 6-22
Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall
Work samples and simulations
• Computerized multimedia assessment
• Miniature job training and evaluation
• Realistic job previews• Testing techniques for
managers
Chapter 6-23
Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall
Review• Miniature job
training• Realistic job
previews• Managers and
testing
Chapter 6-24
• Situational judgment
• Assessment centers
• Situational testing
• Computers
Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall
Examples of some of the ethical and legal
considerations in testing
Chapter 6-25
Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall
Background Investigations• Why perform checks?• Effectiveness• Legal dangers oDefamationoPrivacy
• How to check
Chapter 6-26
Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall
Background Investigations
• Applicants’ social postings• Pre-employment information services• The polygraph and honesty testing• Graphology
Chapter 6-27
Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall
Background Investigations
• “Human lie detectors”• Physical exams• Substance abuse• Complying with immigration law• Improving productivity through HRIS
Chapter 6-28
Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall
Review
Chapter 6-29
• Why perform checks?• Effectiveness• Legal dangers • How to check• Social postings• Information services
Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall
Review• Honesty testing• Graphology• “Human lie detectors”• Physicals/drugs• Immigration• HRIS
Chapter 6-30
Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall
All rights reserved. No part of this publication may be reproduced, stored in a retrieval system, or transmitted, in any form or by any means, electronic, mechanical, photocopying, recording, or otherwise, without the prior written permission of the publisher. Printed in the United States of America.
Chapter 6-31
