Military Testing Essay

Interest Inventories is comparing the interest's of one person to all the others in various occupations. By using interest inventories, companies can see which people excel in the interest categories. A series of tests can be taken by applicants and based off their results, the company can predict how they will preform on the job if they were hired. There are many steps in which a company follows in order to make sure the use of interest inventories is validified. The first step is for them to anazlyze the job as a whole. In this step the traits and skills you believe an applicant needs to obtin to preform well in the job needs to be specified. This could include an employee knowing how to use computer programs or being a good speaker. Next, the company

As organizations attempt to become more efficient and effective in their management of personnel in the hiring, firing and promotional processes, many organizations have been looking to a variety of testing practices to help sort through the wide array of applicants in the most objective way possible. Many of these tests include, merit based tests, drug testing, polygraph testing, background checks, and personality/emotional intelligence testing. These tests have been used and proven not to have a disparate impact on Title XII classifications of the Civil Rights Act of 1964; however, if so, they were proven to be a Bonafide Occupational Qualification. With this justification, many organizations are increasingly implementing such tests. As

A competent criterion-related validation study should be based on a sample that is reasonably representative of the work and candidate pool. Some example of tests that Tanglewood can to conduct and used for employment

This assessment is evaluated and analyzed by trained professionals so the room for error is very limited. These professionals analyze the job requirements, test results and advise whether the applicant will be an acceptable candidate for the job opening. They will help find the appropriate fit for the job, department, and

Organizations use a variety of assessment methods to make selection and placement decisions. Assessments help make the selection process more efficient because they extract the applicants whose qualifications do not match the needs of the company (Schmitt, Cortina, Ingerick, & Wiechmann, 2003).

Each selection assessment is viewed differently in regards to usefulness and validity of predicting a candidate’s ability to perform a job.

Businesses have to be very careful with the tests that they administer. Pre-employment screenings have gained a lot of scrutiny in the public over whether the test is considered unfair and biased. Tests are subject to two distinct forms of bias. There is a measurement bias. This happens when individuals from different subpopulations receive lower scores then what was predicted. The second form is the relational bias. This occurs if there is a measure differs across groups. According to Drasgow (1987), there is little evidence found regarding relational bias. Administering tests that show high face validity can help a business during these situations. Also, the point of the assessment is to predict job performance after the applicant is hired.

Evidence for criterion-related validity is generally obtained by demonstrating a relationship between the predictor and criteria (Society for Industrial and Organizational Psychology [SIOP], 2003). The predictor is the results gathered from a selection procedure (e.g. test scores), and criteria

Ability tests are another tool to use when hiring people. They measure strengths that candidates possess through the use of evaluating

The scores from the first encounter and to the second encounter can then be correlated in order to assess the test for stability over time period. The relationships between the subjects’ scores from the two different encounters are estimated, through statistical correlation, to determine how similar the scores are. Evaluating how an informal interview over dinner, a formal presentation to managers, and managerial evaluations of performance potential compare for this type of reliability is that this type of reliability shows the extent to which the test is able to yield scores across a time

Employee selection tests are intended to offer employers with an insight into whether or not the potential employee can handle the stress of the job as well as their capacity to work with others. Employees believed that personality and psychological assessments can help to predict

Human resource practitioners and I/O psychologists have at their disposal a host of personnel assessment techniques. For example, traditional predictive measures used to screen job applicants have included the use of application blanks, job interviews and psychometric measures of personality and cognitive ability. For the most part these instruments attempt to predict an applicant's potential for success by estimating her current level of functioning on some psychological construct that is believed to be related to job performance. Recently, however, personnel professionals have added a unique assessment technique to their arsenal. Unlike traditional predictive measures of job performance- mental and motor functioning and

Competency based assessments is a systematic approach and can determine an organizations priorities. This approach will keep employees accountable for their own performance and development while building a pipeline of qualified candidates to choose from for future roles. This can ensure effective talent management by providing the necessary training to interested individuals. One of the most important factors are to ensure that the employee is a

A review of the literature reveals many factors that have been found to contribute to an HR manager or selection practitioner 's decision about whether or not to use a particular employment test, and suggests many of these factors may contribute to the choice of which test administration medium to use.

A qualitative study by König, Jöri, and Knüsel (2011) served as a basis for examining how selection officials choose pre-employment tests by investigating how Swiss human resource (HR) managers perceived various selection instruments and the constructs on which these instruments were compared. Their results suggest that the constructs used to compare selection instruments vary widely