Chapter 4: Predictors: Psychological Assessment Learning Objectives • Identify the major types of reliability and what they measure. • Understand the major manifestations of validity and what they measure. • Know the major types of psychological tests categorized by administration and content. • Explain the role of psychological testing in making assessments of people, including ethical issues and predictive accuracy. • Explain non-test predictors such as interviews, assessment centers, work samples, biographical information, and letters of recommendation. • Understand the controversial methods of assessment.

Figure 4-1 Badge worn by a salesperson referencing “validate” and “validation”.

Chapter Summary • Predictors are methods (such as a test, interview, or letter of recommendation) used to forecast (or predict) a criterion. • High-quality predictors must manifest two psychometric standards: reliability and validity. • Psychological tests and inventories have been used to predict relevant workplace criteria for more than 100 years. • Psychological assessment is a big business. There are many publishers of psychological tests used to assess candidates’ suitability for employment. • The most commonly used predictors are tests of general mental ability, personality inventories, aptitude tests, work samples, interviews, and letters of recommendation. • Predictors can be evaluated in terms of their validity (accuracy), fairness, cost, and applicability. • Online testing is a major trend in psychological assessment. • Controversial methods of prediction include polygraphy, graphology, and tests of emotional intelligence. • There are broad cross-cultural differences in the acceptability of predictors used to evaluate job candidates. The interview is the most universally accepted method.