Small businesses are limited in their ability to validate selection tests using criterion-related validation, given the small sample sizes available and consequent reduction in statistical power. Such businesses often rely on synthetic validation, validity generalization, or content validity strategies. This study examined the feasibility of increasing statistical power for criterion-related validation in small sample sizes by using a repeated-measures design to increase test reliability, and the potential validity of the selection test, despite the small sample size. If statistically significant, the resulting empirical evidence could be used within the small business context to provide the legal defensibility of the selection test (i.e., evidence of job-relatedness) . The implications...
An award earned recently by scientists at assessment firm PreVisor highlights the emergence of a new form of online personality tests. The online personality tests, which are designed to change depending on each test taker's answers, build on years of research in computer adaptive tests for cognitive skills, says Steve Reise, professor of psychology at the University of California, Los Angeles. Tests measuring personality traits such as openness and conscientiousness are used to help predict performance in many jobs. PreVisor has been using computer adaptive personality tests in various job-specific assessments for more than a year.
Nicole Simmons was looking forward to getting hired at the University of Missouri's Women's and Children's Hospital after conducting clinicals there while completing MU's accelerated nursing program. She thought she was a shoo-in. After all, Simmons graduated with a 3.8 grade point average, had a slew of positive references from teachers and co-workers and seemed to have the support of a nurse manager.
I am a homemaker but am worried about those personality tests companies make applicants and employees take. My brother's mortgage business was slow and so he applied to a company for a job in its real estate division. Everything seemed to be going well until he took a personality test and was then rejected.
If you are looking for an independent minded Russian Blue cat or a sleepy orange tabby, Aretha won't do. You see, she's a green cat.
Hiring the right employees is the ultimate return on investment for managers. By placing quality hires in appropriate positions, a company can maximize its productivity and effectiveness. But predicting which candidate is best for employment isn't always easy. That's why assessments are appealing: They promise to objectively and accurately indicate if an applicant holds the knowledge, skills, abilities and characteristics needed for a position. Personality and psychological assessments in particular have earned the attention of employers as pre-employment screening tools to help choose people most likely to perform well in a position. The tests, however, come with their flaws. Employers desiring to use personality or psychological assessments should verify the assessment they elect to u...
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