Selection methods: tests Dr Joan Harvey

Types of ability tests By level, there are 3 main groups By type General population Children Higher intellectual and graduate level By type

Types of ability tests Verbal Numerical Diagrammatic/Abstract Mechanical Spatial Clerical Dexterity Sensory/perceptual-motor

What are GMA-types tests actually measuring? Numerical Emphasis on problem-solving strategies rather than computational skills. Only very simple arithmetic. Aimed at competence in those numerical skills required of ‘the modern manager’. Verbal True or untrue statements following some text. Skills of detached critical judgement and reasonable inference. Aims to engage candidates belief structures and where people might usually be more emotive and not apply cold logical analysis. Based on literate West European/US populations. Abstract ‘fluid intelligence’, divergent thinking, inductive insight and ‘‘flexibility of closure’. Good performance depends on being able to switch easily between contexts and levels of analysis. Level of test based on power in the content of the problems rather than time pressure, so most people finish the test.

Personality and interests tests Often ipsative Validity issues Social desirability responding Easy to fake, even ipsative Many do not follow the ‘Big Five’, e.g. MBTI and 16PF, which are very frequently used. Can be used to form templates or profiles for the person who would be doing the job

Distant 1 2 x 3 4 5 6 attentive Emotionally stable 2 3 x unstable Dominant 4 x submissive Trusting suspicious Forthright discreet Expedient Rule conscious Serious Lively Self-assured apprehensive Group orientated 5 x Self reliant Relaxed, patient Tense, impatient

Assessment methods compared Selection method Evidence for Validity Applicant Reactions Extent of Use Structured Interviews Low to high Moderate to positive High Cognitive ability Negative to moderate Moderate Personality tests Low to moderate Biodata Can be high Work sample tests Positive Low Assessment centres Handwriting References

Summary Validity of methods doesn’t necessarily match popularity E.g. interviews, personality tests Organisations often fail to conduct adequate job analysis & validation studies And then there can be problems in legal cases Meta-analysis results can be informative but such results should be interpreted with caution Selection is a 2-way process Globalisation presents new challenges for selection and diversity In reality there is often a disparity between theory & practice

R & S exercise You are organizing an assessment centre for 5 jobs that involve providing computer support to senior management decision-making, including some diagnostics, strategy analyses, writing reports and recommendations. The areas are sensitive commercially and security is an issue. You are to plan a 3 day assessment centre for 30 applicants. You have a team of 8 people altogether to help with this, to conduct interviews, run exercises, score up the results. You MUST allow enough time for each of the activities.

Thank you for listening Joan Harvey George Erdos