1. Group #2: Other Ability Tests Irene Abdelmalek, Stephen Allen, Kallee Valentine, Isabel Fernandez, Melissa Oakley, Tim Langham

2. MECHANICAL ABILITY TESTS Defining: Measuring potential for success in work with machines and equipment Measuring potential for success in work with machines and equipment Abilities Measured: Spatial visualization Spatial visualization Perceptual speed and accuracy Perceptual speed and accuracy Mechanical information Mechanical informationEvolution: Performance Testing → Visual Reality Simulations Performance Testing → Visual Reality SimulationsVisual Reality SimulationsVisual Reality Simulations____________________________________________________________________________________ Aguinis, Herman. "Virtual Reality Technology: a New Tool for Personnel Selection." International Journal of Selection and Assessment ns 9 (2001): 78-82.

3. EXAMPLES of MECHANICAL ABILITY TESTS Stenquist (1923): Assembly test Assembly test Measured manual performance Measured manual performance Bennet (1969): Spatial Perception and tool knowledge Spatial Perception and tool knowledge Aptitude for learning and mechanical skills Aptitude for learning and mechanical skills

4. CLERICAL ABILITY TESTS Defining: Measure speed and accuracy in processing verbal and numerical data. Measure speed and accuracy in processing verbal and numerical data. Used for selecting office personnel. Used for selecting office personnel. Minnesota Clerical Test(1933): Name Comparison Neal Schmitt_______________________Frank Schmitt Hubert Field_______________________Herbert Field Murray Barrick _______________________Mick Mount Number Comparison 84644_____________________________ 84464 179854 ____________________________ 176845 887665994 __________________________ 8876659954

5. Physical Ability Tests 3 Reasons to use physical ability tests: 3 Reasons to use physical ability tests: EEO Legislation has prompted an increase in women applicants: Helps test INDIVIDUALS EEO Legislation has prompted an increase in women applicants: Helps test INDIVIDUALS Reduces work related injuries Reduces work related injuries ADA prohibits pre employment medical exams ADA prohibits pre employment medical exams Feishman’s 9 physical abilities used in selection Feishman’s 9 physical abilities used in selection Army men.87 Pipeline workers.63 Army men.87 Pipeline workers.63 Hogan’s 3 Components of physical strength Hogan’s 3 Components of physical strength

6. Things to Remember When Using Physical Ability Tests Adverse impact is common. Tests must be clearly linked to critical job tasks Adverse impact is common. Tests must be clearly linked to critical job tasks Give advance notice to all applicants of what physical requirements there will be Give advance notice to all applicants of what physical requirements there will be www.fwfd.net www.fwfd.net www.fwfd.net ADA requires reasonable accommodation ADA requires reasonable accommodation ADEA: no assumptions for over 40 ADEA: no assumptions for over 40

7. Recommendations for the use of ability tests in selection There are a number of ability tests available to HR professionals There are a number of ability tests available to HR professionals We need a way to evaluate the tests and assess its potential usefulness We need a way to evaluate the tests and assess its potential usefulness Buros Institute of Mental Measurements Buros Institute of Mental Measurements Review of 4,000 tests (http://www.unl.edu/buros) Review of 4,000 tests (http://www.unl.edu/buros)http://www.unl.edu/buros The Seventeenth Mental Measurements Yearbook The Seventeenth Mental Measurements Yearbook Available September 2007 Available September 2007 Information on 300 test Information on 300 test SHRM Testing Center: http://www.shrm.org/testing/index.asp SHRM Testing Center: http://www.shrm.org/testing/index.asp http://www.shrm.org/testing/index.asp

8. Review Reliability Data Reliability is a necessary characteristic of a selection test Reliability is a necessary characteristic of a selection test A test with high reliability gives us consistent test scores and minimizes uncontrolled factors A test with high reliability gives us consistent test scores and minimizes uncontrolled factors We should know: We should know: Size (200+), how they collected the information, and the reliability estimate Size (200+), how they collected the information, and the reliability estimate Respondents used in study should be similar to those who will be taking the test Respondents used in study should be similar to those who will be taking the test Reliability estimate should be.85 to.90 Reliability estimate should be.85 to.90 The smaller the range of true scores the easier it will be to make a decision The smaller the range of true scores the easier it will be to make a decision

9. Review Validity Data Validity data is also important when deciding whether or not to use a specific test Validity data is also important when deciding whether or not to use a specific test Determine whether the test measures what it claims to measure: Determine whether the test measures what it claims to measure: Correlation analyses Correlation analyses Correlation of test scores and some measure of training or job performance (criterion-related validity) Correlation of test scores and some measure of training or job performance (criterion-related validity) Factor analyses Factor analyses Analyzing the interrelationships among several tests or a set of test items. Analyzing the interrelationships among several tests or a set of test items. 20 tests to 400 individuals, correlate them, identify factors (psychological characteristic measured) 20 tests to 400 individuals, correlate them, identify factors (psychological characteristic measured) You are looking for a test the matches the abilities identified from the job analysis You are looking for a test the matches the abilities identified from the job analysis

10. Use in Small Business It is feasible to also use these test in small businesses but you need to consider: It is feasible to also use these test in small businesses but you need to consider: Identify tests that are appropriate Identify tests that are appropriate 1 st complete a job analysis – knowledge, skills, and most important task required to perform job 1 st complete a job analysis – knowledge, skills, and most important task required to perform job Purchase relevant tests Purchase relevant tests Level A, B, & C tests (chapter 3) Level A, B, & C tests (chapter 3) A: can be purchased by individuals without demonstrating special training or education. A: can be purchased by individuals without demonstrating special training or education.

11. Ability Tests Are: Useful: they are valid predictors for all forms of job performance Useful: they are valid predictors for all forms of job performance Cheap: usually they can be purchased for a reasonable price Cheap: usually they can be purchased for a reasonable price Fast: most take 30 minutes or less Fast: most take 30 minutes or less Easy: can be given in groups or individually Easy: can be given in groups or individually Versatile: available in multiple languages Versatile: available in multiple languages Scorable: scoring key is provided and easy to use Scorable: scoring key is provided and easy to use Understandable: applicants and test givers should be able to understand what the test is measuring Understandable: applicants and test givers should be able to understand what the test is measuring Sometimes faked: they are familiar and some people make them up so be sure to review the test development data, ask about reliability and validity studies! Be SUSPICIOUS and WARY of what is out there. Sometimes faked: they are familiar and some people make them up so be sure to review the test development data, ask about reliability and validity studies! Be SUSPICIOUS and WARY of what is out there.

12. Performance Tests and Assessment Centers Require the applicant to complete a set of actions that demonstrate whether the job behavior of interest can be successfully completed. Require the applicant to complete a set of actions that demonstrate whether the job behavior of interest can be successfully completed. Closely resemble actual parts of the job being considered Closely resemble actual parts of the job being considered provide direct evidence provide direct evidence

13. Advantages: reduce limitations of other selection testing Advantages: reduce limitations of other selection testing Limitations: Development, assumptions, and costs Limitations: Development, assumptions, and costs Consistency of behavior: Wernimont and Campbell Consistency of behavior: Wernimont and Campbell Examples of performance tests Examples of performance tests Motor Tests Motor Tests Verbal Tests Verbal Tests Trainability Tests Trainability Tests Performance Tests and Assessment Centers

14. Steps in the Development of Performance Tests Perform Job Analysis Perform Job Analysis Identify important tasks to be tested Identify important tasks to be tested Develop testing procedures Develop testing procedures Select Tasks Select Tasks Specify Testing Procedures Specify Testing Procedures Establish Independent Test Sections Establish Independent Test Sections Select the Number of Test Problems Select the Number of Test Problems Develop scoring procedures Develop scoring procedures Standards Standards Rules for Scoring Rules for Scoring Train judges Train judges

15. Example of the Development of a Performance Test Emergency Telephone Operators Emergency Telephone Operators Job Analysis and Task Statements Job Analysis and Task Statements Evaluate tasks and KSAs (Questionnaires) Evaluate tasks and KSAs (Questionnaires) Identified KSAs to be measured Identified KSAs to be measured Developed three tests Developed three tests Oral Directions/Typing Test Oral Directions/Typing Test Situational Interview Situational Interview Telephone Call Simulation Telephone Call Simulation

16. The Effectiveness of Performance Tests Validity Validity Meta-analysis study found them to have a 0.33 validity coefficient Meta-analysis study found them to have a 0.33 validity coefficient Adverse Impact Adverse Impact Studies have had mixed feedback regarding the adverse impact of performance tests Studies have had mixed feedback regarding the adverse impact of performance tests Other Findings Other Findings Appears to incite fewer complaints among applicants about testing procedures for selection Appears to incite fewer complaints among applicants about testing procedures for selection Can serve as a realistic job preview Can serve as a realistic job preview

17. Questions???