Validity & Reliability
The validity coefficient of a cognitive ability test or GCA is 0.51, one of the highest validity coefficient, structured interview as equally valid. Cognitive ability test brings forth many advantages, they are considered highly reliable, both verbal reasoning and numerical test have shown high validity for a wide range of jobs, validity rises with the increasing complexity of the job and combinations of aptitude test have higher validities than individual test alone (HR-Guide, 2002). Meta-analytic studies have demonstrated that GCA as one of the most powerful predictors of success job performance and training. GCA has been used in the past to hire federally such as in the Army.
A combination of criterion-related validity
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The disadvantages often associated with this type of test is that the score tends to differ based on minority/non-minority group. "Non-minorities typically score one standard deviation above minorities which may result in adverse impact depending on how the scores are used in the selection process (HR-Guide, 2002).” For example, in a survey conducted by 154 organizations across Canada, Ng and Sears reported positive association with “lower levels of minority group representation in the organization as a whole, and in management ranks (Catano, 2013).” Due to the increased knowledge-based skills necessary for a job, reading and verbal skills are required in the cognitive ability test. For minority groups that proves to be a disadvantage, since English is not their first language. Similarly, it negatively impacts an applicant based on sex. Knowledge of mathematics may negatively impact the score for females. The way the score is used is important because if a knockout were to be the case, which it is in this particular selection process than it has a negative impact on minority …show more content…
To reduce the adverse impact a knock-out cognitive ability test has on minority groups, I would recommend the continued use of cognitive ability test but not as a complete knock-out measure, used as a knockout after the four step formal-assessment (application, written-test and/or interview, reference and security check and language test) is complete. Along side a purchased personality test that measure contentiousness a validity coefficient of 0.31. A combination of both predictors increased the validity coefficient to 0.60 and allows for a better interpretation of applicants without negatively impacting certain groups. A mandatory formal interview for all positions, not just supervisor positions, would be ideal but it is not cost effective for the number of positions that need to be filled in the short period of
Furthermore, the benefit of personality testing is the low mean score difference between racial groups (as cited in Barrick, & Mount, 2005). This is a benefit because it helps to meet organizational goals that are focused on having a diverse work environment. Whereas, the use of other tests result in major differences between groups. Therefore, resulting in more legal issues (Barrick, & Mount, 2005).
Not only does the KBIT-2 lack in accommodating for cultural and language barriers, but it is also deficient towards those with mild to moderate motor difficulties due to the fact that the test requires minimal motor skills (Bain & Jaspers, 2010). However, since the test does not require time limits individuals with mild motor difficulties could be assessed. Overall, the Kaufman Brief Intelligence Test, Second Edition appears to be psychometrically strong and feasible assessment to administer (Bain & Jaspers, 2010).
Woodcock, R. W., & Johnson, M. B. (1989). WJ-R Tests of Cognitive Ability. Itasca, IL:
Before answering the questions let find out what intelligence test is. It is a test consisting of a series of tasks requiring people to use various verbal and non verbal skills to measure the individual’s intellectual ability. Now that we know what an intelligence test is we can now answer the question better. Three important short comings of intelligence test that have nothing to do with intelligence are: having low motivation or high anxiety which can greatly influence the performance on the test, also IQ test may contain cultural biases in their language and or tasks that may place people of one background above people of another back ground, and members of minority groups may have little experience with this kind of test or may be uncomfortable with examiners of a different ethnic back ground than them (Comer, 2013, pp.107).
The lack of appropriate assessment strategies unfairly puts cultural and language diverse students at a disadvantage. These types of tests are geared towards assessing the majority of the population, not the minority. This poses a serious problem when trying to correctly identify students who may have learning or behavioral problems (Ralabate, & Klotz, 2007).
In order for a test to have appeal is must have validity (Cohen, 2012). The Stanford-Binet Intelligence Scales has been praised for its validity, and it utilizes the CHC model with is a composite model of intelligence (Cohen, 2012). The Wechsler model also shows strong validity and it also uses the CHC model (Cohen,
There are two basic psychometric properties, validity and reliability that have been used to evaluate the quality of scale development. Psychometric testing used to evaluate the quality of instrument (Polit& Beck, 2010).
A) This class has taught me what kind of learner I am. I found out that I am a strong willed learner by taking the Learning Connections Inventory test. This test teaches you about your learning patterns, which help you, become a better critical thinker, reader and writer. The LCI test will break down how you learn and show you which skill you; use first, use as needed, or avoid. These patterns are called sequence, precision, technical reasoning, and confluence. Once you finish with the test your scores will show you what kind of learner you are, such as strong willed learner, dynamic learner, or bridge learner. Once you have a firm understanding of your patterns, and what kind of learner you are, this class will go on to help you learn how
The employment interview has been the key element used for determining a candidates’ worthiness in filling an open position. Organizations rely on employment interviews as a way to predict the future job performance and work-related personality traits of interviewees. Over the years validity of the employment interview has been under scrutiny, so it is no wonder that is has been the topic of many research papers. The definition of the employment interview is “a personally interactive process of one or more people asking questions orally to another person and evaluating the answers for the purpose of determining the qualifications of that person in order to make employment decisions” (Levashina, Hartwell, Morgeson, and Campion 2013, p. 243).
Gray, S. W., & Zide, M. R. (2007). An introduction to the competency-based assessment model.
In this world, there are many different individuals who are not only different in demographics but also different neurologically. Due to an immense amount of people it is important to first understand each individual, in order, to better understand them and to help them when it comes to certain areas such as education, the work force, and etc…. For this reason psychologists have aimed to further understand individuals through the use of psychological assessments. This paper aims to examine a particular assessment tool, the Stanford-Binet Intelligence Scales (Fifth Edition), which measures both intelligence and cognitive abilities (Roid, 2003). This assessment is usually administered by psychologists and the scores are most often used to determine placement in academics and services allotted to children and adolescents (despite their compatibility for adults) (Wilson & Gilmore, 2012). Furthermore before the investigation dives into the particulars of the test, such as its strengths and weakness’, it is best to first learn more about the intelligence scales general characteristics.
Risavy, S., & Hausdorf, P. (2011). Personality Testing in Personnel Selection: Adverse Impact and Differential Hiring Rates. International Journal of Selection and Assessment, 19(1), 18-30. doi: 10.1111/j.1468-2389.2011.00531.x
In today’s highly competitive job market it is extremely challenging and important for businesses to fill a vacancy with the right candidate (Cann, 2013). Due to high demand of potential candidates, developing a portfolio of employability skills which include psychometric testing is considered important in every workplace (Mills et al., 2011). Thus, I recently took three practice psychometric tests on verbal, numerical and inductive/logical reasoning. This essay is a reflection of my personal experience of psychometric testing. First, I will talk about what the literature comments on in relation to the strengths and weaknesses of psychometric testing. Then, I will assess whether literature reflects
The ma... ... middle of paper ... ... ications Organizations and companies should embark on the training and development of their staffs in order to reduce cases related to burnout so as they act according to the organizational set rules and regulations. During the employment process emotional intelligence test can be used for recruitment and selection. This helps the HR department to select and hire the best individual who can work towards the achievement of the organization goals and objective.
le when assessing intelligence, interest in the job applied for, motivation and personality. The producers of such tests have stated that they are accurate and completely unbiased. They are supposed to be particularly good at assessment of personality. For example, they can show if a candidate would work well in a team or would be more effective working alone. The following of theses tests are of the following: · performance tests · knowledge tests · aptitude tests · intelligence tests · personality tests Assessment centers tests Job applications are subjected to a wide range of assessments over a whole day or two.