Employee Testing
6 and Selection
6-1
Learning Objectives
1. 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.
6-2
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.
6-3
Why Careful Selection is
Important
• Performance
• Cost
• Legal obligations
• Person and job/organization fit
6-4
Explaining what is meant
by reliability and validity
6-5
Basic Testing Concepts
• Reliability
• Validity
o Criterion validity
o Content validity
o Construct validity
6-6
Review
• Reliability =
consistency
• Validity =
measuring what
you intend to
measure
6-7
How to go about validating
a test
6-8
Evidence-Based HR: How
to Validate a Test
• Analyze
• Choose
• Administer
• Relate
• Cross-validate
6-9
Review
6-10
Cite and illustrate our
testing guidelines
6-11
Evidence-Based HR: Test
Validation Issues
• Who scores the test?
• Bias
• Utility analysis
• Validity generalization
6-12
Review
6-13
Ethical and legal
considerations in testing
6-14
Evidence-Based HR: Test
Validation Other Issues
• Individual rights and test security
• Privacy issues
• Using tests at work
• Computerized and online testing
6-15
Review
• Rights and security
• Privacy
• Tests at work
• Computerized,
online testing
6-16
Tests for employee
selection, and how you
would use them
6-17
Types of Tests
• Cognitive abilities
o Intelligence tests
o Specific cognitive abilities
• Motor & physical abilities
• Measuring personality
• Interest inventories
• Achievement tests
6-18
What do personality tests
measure?
• The “Big Five”
• Predicting
performance
• Caveats
6-19
Review
• Cognitive • Interests
abilities • Achievement
o IQ • “Big 5”
o Specific mental • Predicting
abilities • Caveats
o Interpretation
• Motor skills
o Legal issues
• Personality o Disputing value
6-20
Examples of work
sample/simulation tests
6-21
Work samples and
simulations
• Basic procedure
• Situational judgment tests
• Management assessment centers
• Situational testing
6-22
Work samples and
simulations
• Computerized
multimedia assessment
• Miniature job training
and evaluation
• Realistic job previews
• Testing techniques for
managers
6-23
Review
• Situational • Miniature job
judgment training
• Assessment • Realistic job
centers previews
• Situational • Managers and
testing testing
• Computers
6-24
Examples of some of the
ethical and legal
considerations in testing
6-25
Background Investigations
• Why perform checks?
• Effectiveness
• Legal dangers
o Defamation
o Privacy
• How to check
6-26
Background Investigations
• Applicants’ social postings
• Pre-employment information services
• The polygraph and honesty testing
• Graphology
6-27
Background Investigations
• “Human lie detectors”
• Physical exams
• Substance abuse
• Complying with immigration law
• Improving productivity through HRIS
6-28
Review
• Why perform checks?
• Effectiveness
• Legal dangers
• How to check
• Social postings
• Information services
6-29
Review
• Honesty testing
• Graphology
• “Human lie detectors”
• Physicals/drugs
• Immigration
• HRIS
6-30