Assessment Methods for Selection and Placement

 JOB-RELATED CHARACTERISTICS

Many different characteristics of people, or KSAOs (knowledge, skill, ability, and other personal

characteristics), are needed for a job. Knowledge pertains to the information and understanding a

person possesses regarding a specific occupation, like a lawyer's legal expertise. A skill refers to

an individual's capacity to perform a particular task, such as programming or typing. Ability, on

the other hand, relates to a person's potential to acquire new knowledge or develop proficiency in

areas such as playing a musical instrument or speaking a foreign language. The category of other

personal characteristics encompasses all remaining human attributes, including interests,

personality traits, physical attributes (e.g., height, eye color), and past experiences that hold

relevance to the job.

 PSYCHOLOGICAL TESTS

A psychological test is a standardized series of problems or questions that assess a particular

individual characteristic. Psychological tests are widely utilized to evaluate a range of factors

including knowledge, skills, abilities, attitudes, interests, and personality, collectively known as

KSAOs. These tests consist of multiple items that serve as indicators for assessing the specific

characteristic being measured. Each item can be completed relatively quickly, making it feasible

to include many items to assess each characteristic and to assess several characteristics at one

time. Employing multiple items in assessments offers the benefits of increased reliability and

validity compared to single-item measures. Additionally, the feasibility of including numerous

items allows for the evaluation of multiple characteristics simultaneously.

 Characteristics of Tests
There is a wide range of tests available to assess numerous individual characteristics. The choice

of test depends on the nature of the specific characteristic being evaluated. For example, a test to

assess mathematical ability will most certainly be composed of math problems. A test of physical

strength, on the other hand, will likely involve the lifting of heavy objects.

 Ability Tests

An ability or aptitude refers to a person's capacity to perform or acquire skills in a specific task.

Cognitive abilities, such as intelligence, are relevant to tasks involving information processing

and learning. Psychomotor abilities, like manual dexterity, pertain to body movements and object

manipulation. The importance of each ability depends on the nature of the tasks involved. Some

job tasks primarily require cognitive abilities, like programming a computer, while others rely

more on psychomotor abilities, such as sweeping a floor. Many tasks necessitate a combination

of both types of abilities, like repairing a computer or complex equipment.

 Cognitive Ability Tests

Intelligence or IQ tests are widely recognized as assessments of general cognitive ability. In

addition to these tests, there are also assessments specifically targeting individual cognitive

abilities such as math or verbal skills. These tests consist of individual problems for test takers to

solve. They can be administered to large groups simultaneously, providing a cost-effective and

efficient way to evaluate job applicants. One example of such a test is the Personnel Tests for

Industry (PTI), designed to measure mathematical and verbal abilities

 Psychomotor Ability Tests

Psychomotor ability tests evaluate skills related to manipulating objects and using tools. These

tests assess the coordination between senses and movements, including eye-hand coordination
and the accuracy of movements. Unlike cognitive tests, many psychomotor tests are

performance-based rather than paper-and-pencil tests. The focus is on the actual manipulation of

objects rather than cognitive aspects. Test takers are scored based on their ability to perform

motor tasks, such as placing pegs in holes or using basic tools to manipulate objects.

 Knowledge and Skill Tests

An ability test is designed to evaluate a person's potential to learn, while a knowledge and skill

test, also known as an achievement test, assesses a person's current level of proficiency. Ability

tests rely to some extent on knowledge and skill, and knowledge and skill tests rely on ability.

The distinction lies in the emphasis placed on prior knowledge and skill in specific tasks. For

instance, a psychomotor ability test might assess eye-hand coordination through the speed of

placing pegs in holes, while a psychomotor skill test could evaluate typing proficiency. Various

knowledge and skill areas can be assessed, including general skills like math and reading, as well

as specific job-related tasks like typing. Typing tests measure the number of words per minute

and typing errors, and these tests can be either paper-and-pencil or performance-based.

 Personality Tests

Personality traits are predispositions or tendencies to behave in certain ways across different

situations. Traits like sociability and dominance can be important for job performance and

organizational behavior. Sociability is valuable for salespeople who interact with others, while

dominance is beneficial for supervisors who direct activities. Paper-and-pencil personality tests

are useful for assessing personality traits. Some tests focus on a single trait, while personality

inventories evaluate multiple dimensions and provide profiles or types that combine different

traits. For example, extraverts are characterized by traits such as activity, optimism, sociability,
and talkativeness, while introverts exhibit traits like carefulness, quietness, passivity, and

unsociability.

 Emotional Intelligence Tests

Emotional intelligence (EI) is a characteristic that falls between personality traits and cognitive

abilities. It refers to the ability to recognize and control emotions in oneself and others. EI is

believed to enhance social skills and impact on others positively. In the workplace, it facilitates

smooth collaboration with colleagues and effective leadership in supervisory roles.

 Integrity Tests

An integrity test is used to determine if an employee is likely to engage in dishonest or

unproductive behavior at work. It predicts behaviors like cheating, theft, sabotage, and unethical

actions, and can even predict absence and turnover rates. There are two types of integrity tests:

overt and personality-based. Overt tests assess attitudes and past behavior by asking questions

about honesty and morality. Personality tests assess traits that are linked to counterproductive

behavior. While overt tests are straightforward, personality tests hide their true purpose and are

often disguised as regular personality assessments. These tests help employers make informed

decisions during the hiring process and create a work environment that promotes honesty and

productivity.

 Vocational Interest Tests

A vocational interest test is used to match a person's interests or personality with various

occupations and job categories. It assesses preferences for different activities and considers how

personality traits influence these interests. The test compares the test taker's answers to data from

people in different occupations to find the best occupational fit. Interest and personality profiles
vary across occupations, so individuals may match well with some jobs but not others.

Occupational categories, such as artistic occupations involving creativity, provide broader

matches for individuals. The test helps individuals explore career options that align with their

interests and personality traits.

 Drug Testing

This kind of testing is very important for jobs where safety is a big concern. These are jobs

where if someone doesn't perform well, it could cause accidents or people could get hurt, like air

traffic controllers and bus drivers. However, these tests have been a topic of debate, as some

people feel that they invade a person's privacy and are unfair.