This is an assignment. I am not having any trouble explaining the various types of pre-screening tests, but I have having a bit of trouble discussing the validity and reliability of the tests. Can you help me with this? Thank you.
1. Research different types of prescreening tests and construct a report for the president of the company.
2. Discuss the validity and reliability of each test. Recommend which tests should be used in your company's selection process.
Please see response below, which is also attached for better formatting. I hope this helps and take care.
1. This is an assignment. I am not having any trouble explaining the various types of prescreening tests but I have having a bit of trouble discussing the validity and reliability of the tests.
It would have been helpful if you had included the tests you plan to use in your company's selection process. However, let's look at some of the more common ones in terms of reliability and validity. I also added other information on advantages and disadvantages of the tests, mainly because the reliability and validity issues are often reported as either advantages or disadvantages of the test.
A selection procedure designed to predict future job performance on the basis of applicants' oral responses to oral inquiries.
. Not much evidence of validity of the selection procedure
. Less reliable when used alone
· Useful for determining if the applicant has requisite communicative or social skills which may be necessary for the job
· Interviewer can obtain supplementary information: less reliable when used alone.
· Used to appraise candidates' verbal fluency
· can assess the applicant's job knowledge
· can be used for selection among equally qualified applicants
· Enables the supervisor and/or co-workers to determine if there is compatability between the applicant and the employees
· Allows the applicant to ask questions that may reveal additional information useful for making a selection decision
· Subjective evaluations are made e.g., challenges reliability of the test
· Decisions tend to be made within the first few minutes of the interview with the remainder of the interview used to validate or justify the original decision
· Interviewers form stereotypes concerning the characteristics required for success on the job
· research has shown disproportionate rates of selection between minority and non-minority members using interviews - may not be reliable or valid measure for minorities - high impact for minorities
· negative information seems to be given more weight challenges reliability
· not much evidence of validity of the selection procedure
2. Personality Tests:
A selection procedure measure the personality characteristics of applicants that are related to future job performance. Personality tests typically measure one or more of five personality dimensions: extroversion, emotional stability, agreeableness, conscientiousness, and openness to experience.
· High reliability
· However, there is lack of evidence to support validity of use of personality tests for the selction process.
Select traits carefully An employer that selects applicants with high degree of 'assertiveness', 'independence', and 'self-confidence' may end up excluding females significantly more than males, which would result in adverse impact.
Select tests carefully Any tests should have been analyzed for (high) reliability and (low) adverse impact.
Not used exclusively Personality tests should not be the sole instrument used for selecting applicants. Rather, they should be used in ...
This solution describes various types of prescreening tests, and provides the advantages and disadvantages of each test, as well as the validity and reliability of each test. It is a comprehensive coverage of prescreening tests. References are also provided.