Principles for the Validation and Use of Personnel Selection Procedures

2018 ◽  
Vol 11 (S1) ◽  
pp. 1-97 ◽  
Keyword(s):  
Personnel Selection ◽  
Employee Selection ◽  
Psychological Testing ◽  
Organizational Psychology ◽  
Fourth Edition ◽  
Selection Procedures ◽  
Official Statement ◽  
Industrial And Organizational Psychology ◽  
Selection Testing

The Society for Industrial and Organizational Psychology (SIOP) is pleased to offer the fifth edition of the Principles for the Validation and Use of Personnel Selection Procedures, which was approved by the APA Council of Representatives in August 2018 as an authoritative guidelines document for employee selection testing and an official statement of the APA. Over a three-year period, the Principles Revision Committee updated this document from the fourth edition to be consistent with the 2014 Standards for Educational and Psychological Testing, invited commentary from SIOP and APA that informed subsequent revisions, and solicited a thorough legal review.

Psychological Testing in Personnel Selection, Part II: The Refinement of Methods and Standards in Employee Selection

2008 ◽  
Vol 37 (2) ◽  
pp. 185-198 ◽  
Author(s):  
Wesley A. Scroggins ◽  
Steven L. Thomas ◽  
Jerry A. Morris
Keyword(s):  
Personnel Selection ◽  
Employee Selection ◽  
Psychological Testing

Psychological Measurement: Critical Analysis of Psychological Testing in Personnel Selection

2017 ◽  
Vol 9 (3) ◽  
pp. 82
Author(s):  
Ankita Sehrawat ◽  
Kanchan Sehrawat
Keyword(s):  
Personnel Selection ◽  
Critical Analysis ◽  
Selection Procedure ◽  
Psychological Testing ◽  
Personality Testing ◽  
Psychological Measurement ◽  
Job Applicant ◽  
Main Emphasis ◽  
History Of ◽  
Selection Testing

<p>This paper examines the importance of psychological testing in personnel selection. Selection is a process of hiring the job applicant who will be most successful in meeting job demands. Poor hiring can be costly to an organisation, thus, they rely on different techniques of selection, testing is the most commonly used. An attempt is made to understand the history of testing, use of testing in selection procedure, and various kinds of test used with main emphasis on the cognitive ability and personality testing. It also attempts to critically analyse some of the issues associated with testing, with emphasis on the validity and utility of tests. The issue of cultural fairness, biases and discrimination has also been explored.</p>

Validity of Selection Procedures

2009 ◽  
Author(s):  
Neal Schmitt ◽  
Jessica Fandre
Keyword(s):  
Meta Analysis ◽  
American Psychological Association ◽  
Organizational Psychology ◽  
American Psychological ◽  
Selection Procedures ◽  
Validity Generalization ◽  
Industrial And Organizational Psychology ◽  
The Way

This article addresses two major issues: How psychologists conceptualize the validity of the procedures they develop and use to select employees; and what reasonable estimates of the validity of those procedures are. Changes in the way one conceptualizes validity are obvious in the American Psychological Association Guidelines, the Society for Industrial and Organizational Psychology Principles, as well as recent textbook treatments of validity. At the same time that these changes in the ideas about measure validity have occurred, the use of meta-analysis has radically changed the discipline's thinking regarding the magnitude of the validity and utility of selection procedures, as well as their generalizability. Procedures developed to assess the extent of validity generalization have prompted a focus on true validity.

Should Personnel Selection Tests Be Used on a Pass-Fail, Grouping, or Ranking Basis?

1984 ◽  
Vol 13 (4) ◽  
pp. 375-394 ◽  
Author(s):  
Charles F. Sproule
Keyword(s):  
Personnel Management ◽  
Personnel Selection ◽  
Test Scores ◽  
Employee Selection ◽  
Annual Conference ◽  
Legal Requirements ◽  
Selection Procedures ◽  
Management Association ◽  
Merit System ◽  
Testing Standards

The Uniform Guidelines on Employee Selection Procedures contain provisions on “Method of Use” of selection procedures. These provisions indicate that tests should be used on a ranking, grouping, or pass-fail basis depending on a number of criteria. This article reviews legal requirements and professional testing standards as they pertain to method of use; describes a trend in merit system cerfitication practices, which represents one method of controlling how test scores are used; provides guidance and procedures which can be used to help decide on the appropriate method of use; provides guidance on the use of score grouping; and gives examples of how to explain grouping to applicants, legislators and others. The information in this article is a summary of information and concepts presented in a pre-conference workshop on this topic at the 1983 Annual Conference of the International Personnel Management Association Assessment Council.

Psychological Testing in Personnel Selection, Part I: A Century of Psychological Testing

2008 ◽  
Vol 37 (1) ◽  
pp. 99-109 ◽  
Author(s):  
Wesley A. Scroggins ◽  
Steven L. Thomas ◽  
Jerry A. Morris
Keyword(s):  
Personnel Selection ◽  
Historical Development ◽  
Psychological Testing ◽  
Personality Testing ◽  
Late 19Th Century ◽  
Employment Testing ◽  
Transient Nature ◽  
Selection Testing ◽  
Selection Of

This article is the first in a three-part series that examines the development of selection testing. Part I focuses on the historical development of personnel selection testing from the late 19th century to the present, with particular attention given to personality testing. Attention is given to the efforts of early industrial psychologists that shaped and defined the role of testing in the scientific selection of employees. Part II examines the development of methods and standards in employment testing with particular emphasis on selection validity and utility. Issues of selection fairness and discrimination in selection are explored as they relate to psychological testing. Part III explores the development and application of personality testing. The transient nature of models of personality is noted, and current paradigms and the utility and fairness of personality testing for modern organizations are discussed.

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