Basic Testing Concepts

1. Testing & Selection Basics

 A test is a sample of a person's behavior used to predict job performance.
 Two key characteristics of any test:
1. Reliability – Consistency of test results over time.
2. Validity – Whether the test actually measures what it claims to.
2. Reliability (Consistency of Results)
 A reliable test gives consistent scores across different attempts.
 Methods to check reliability:
o Test-Retest Reliability: Same test is given twice to the same group.
o Equivalent/Alternate Form: Two similar versions of a test are given.
o Internal Comparison: Similar questions within the same test should correlate.
 Causes of unreliable tests: Noise, test taker's health, poor test design, etc.
3. Validity (Accuracy of Measurement)
 Validity checks if a test is job-related.
 Types of Validity:
1. Criterion Validity: Test scores should relate to job performance.
2. Content Validity: The test should include job-relevant tasks.
3. Construct Validity: The test should measure an important work-related trait (e.g.,
honesty).

Types of Tests in Employee Selection

1. Tests of Cognitive Abilities
 General Reasoning Ability (IQ Tests): Measure intelligence, including memory, vocabulary,
verbal fluency, and numerical ability.
o Examples: Wechsler Adult Intelligence Scale, Wonderlic Test.
o High IQ scores correlate with job performance (e.g., firefighter trainees).
 Specific Cognitive Abilities (Aptitude Tests): Measure abilities like deductive reasoning, verbal
comprehension, memory, numerical ability.
o Example: Mechanical Comprehension Test for jobs like machinists or engineers.
2. Tests of Motor and Physical Abilities
  Motor Ability Tests: Measure finger dexterity, manual dexterity, and reaction time.
o Example: Crawford Small Parts Dexterity Test.
 Physical Ability Tests: Measure strength, coordination, and stamina.
o Example: U.S. Marines Initial Strength Test (pull-ups, sit-ups, 1.5-mile run).
3. Personality and Interest Tests
 Personality Tests: Assess traits like attitude, motivation, temperament.
o Big Five Personality Traits:
1. Extraversion – Sociability, assertiveness.
2. Emotional Stability (Neuroticism) – Tendency to feel anxious or insecure.
3. Agreeableness – Trusting, caring, compliant.
4. Conscientiousness – Dependability, achievement-oriented.
5. Openness to Experience – Imaginative, creative, independent.
o Projective Tests: Interpret ambiguous stimuli (e.g., inkblots).
o Self-Reported Tests: Applicants fill out responses (e.g., Myers-Briggs, DISC Profile).
o Conscientiousness is the best predictor of job performance.
 Interest Inventories: Match a person’s interests with suitable occupations.
o Examples: Strong Career Interests Test, Self-Directed Search (SDS).
4. Achievement Tests
 Measure knowledge and skills acquired.
o Examples: School exams, Purdue Test for Machinists, swimming tests.

Work Samples and Simulations in Employee Selection

1. Work Samples
 Definition: Candidates perform job-related tasks to predict future performance.
 Advantages:
o Directly measures job tasks (hard to fake).
o Fairer to minorities than traditional tests.
o Avoids personal privacy concerns.
o High validity in predicting performance.
 Process:
o Identify crucial job tasks.
 o Test applicants on those tasks.
o Observers rate performance (e.g., mechanics installing pulleys).

2. Situational Judgment Tests (SJTs)

 Definition: Assesses an applicant’s decision-making in job-related scenarios.
 Example: A Best Buy sales associate dealing with a customer comparing prices on Amazon.
 Common Question Format:
o A workplace scenario is given.
o Multiple-choice options provided for possible responses.

3. Management Assessment Centers

 Definition: 2-3 day simulations for evaluating management potential.
 Components:
o In-basket exercise – Handling job-related emails, memos, etc.
o Leaderless group discussion – Assesses leadership and teamwork.
o Management games – Simulated business decision-making.
o Oral presentations – Tests communication skills.
o Interviews & Testing – Assesses personality, mental ability, and past performance.
 Effectiveness: High validity for predicting managerial success.

4. Situational & Video-Based Testing

 Definition: Candidate responds to real-world job scenarios.
 Example:
o A manager blames an employee for a messy workplace.
o Candidate chooses the best response from multiple choices.
 Video-Based Testing: Uses recorded scenarios instead of written questions.

5. Miniature Job Training & Evaluation

 Definition: Candidates receive training on job tasks, then are evaluated.
 Example: Honda trained and observed applicants before hiring them.
  Benefit: Ensures candidates are job-ready before hiring.

6. Realistic Job Previews (RJPs)

 Definition: Provides applicants with an honest view of the job.
 Impact:
o More applicants decline offers, but those who accept are more committed.
o Reduces employee turnover.
 Example: Walmart improves retention by clearly explaining work schedules.

Background Investigations and Reference Checks

1. Purpose

 Verify factual information provided by applicants.

 Uncover damaging or disqualifying information.
 Ensure workplace safety, integrity, and compliance with legal regulations.

2. Types of Investigations and Checks

A. Reference Checks

 Sources: Former employers, current supervisors, written references, commercial credit

rating companies, and social networking sites.
 Best Practices: Obtain applicant consent, use phone references, ask open-ended
questions, and cross-check résumés with applications.

B. Background Employment Checks

 Verify past employment dates, job roles, and credentials.

 Identify inconsistencies in employment history.

C. Criminal Records Checks

 Assess candidate’s criminal background for workplace safety.

 Must comply with “Ban the Box” laws and assess conviction relevance.

D. Driving Records Checks

 Required for jobs involving driving.

 Check for valid licenses, DUI history, and compliance with DOT regulations.

E. Credit Checks
  Conducted for financial roles to assess trustworthiness.
 Requires applicant consent under the Fair Credit Reporting Act (FCRA).

3. Additional Preemployment Screening Methods

A. Honesty and Integrity Testing

 Written honesty tests, behavioral assessments, and interviews.

 Employee Polygraph Protection Act (1988):
o Prohibits most private employers from using polygraphs.
o Exceptions: Private security employees, drug industry workers, economic fraud
investigations.

B. Drug Testing

 Drug-Free Workplace Act (1988): Required for federal contractors.

 DOT Regulations: Mandatory testing for transportation employees.
 State-Specific Laws: Some states require rehabilitation options.

C. Physical and Medical Examinations

 Verify physical fitness for the role.

 Establish baseline health records and reduce workplace risks.
 ADA Compliance: Exams must be job-related and non-discriminatory.

4. Preemployment Information Services

 Legal Requirements:
o Applicant disclosure and written consent.
o Employer compliance certification.
o Applicant’s right to receive a copy of reports and notice of adverse action.

5. Conclusion

Background investigations and reference checks help employers make informed hiring decisions
while ensuring compliance with legal and ethical standards.

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