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

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 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>

Psychological testing of abilities and personnel selection

1941 ◽  
Vol 5 ◽  
pp. A16-A52 ◽  
Author(s):  
Rudolf Anderberg ◽  
Gunnar Westerlund
Keyword(s):  
Personnel Selection ◽  
Psychological Testing

Encouraging Debate on the Uniform Guidelines and the Disparate Impact Theory of Discrimination

2011 ◽  
Vol 4 (4) ◽  
pp. 566-570 ◽  
Author(s):  
Michael A. McDaniel ◽  
Sven Kepes ◽  
George C. Banks
Keyword(s):  
Racial Differences ◽  
Personnel Selection ◽  
Expert Witness ◽  
Employee Selection ◽  
Disparate Impact ◽  
Witness Testimony ◽  
Expert Witness Testimony ◽  
Impact Theory ◽  
Long Time

This response summarizes commentaries on the M. A. McDaniel, S. Kepes, and G. C. Banks (2011) article, which argued that the Uniform Guidelines on Employee Selection Procedures are a detriment to the field of personnel selection. Several themes were present in the commentaries. No compelling arguments were presented to dispute the assertion that mean racial differences in job-related attributes will be with us for a long time. However, compelling arguments were made that the disparate impact theory of discrimination is a more central issue for personnel selection than the Uniform Guidelines. Similarly, arguments were presented that the assessment of adverse impact is problematic and that expert witness testimony needs improvement. Areas in need of further investigation were also identified. Finally, the role of the Society of Industrial and Organizational Psychology (SIOP) in guiding regulatory, legislative, and court actions was considered.

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.

Psychological Testing in Personnel Selection, Part III: The Resurgence of Personality Testing

2009 ◽  
Vol 38 (1) ◽  
pp. 67-77 ◽  
Author(s):  
Wesley A. Scroggins ◽  
Steven L. Thomas ◽  
Jerry A. Morris
Keyword(s):  
Personnel Selection ◽  
Psychological Testing ◽  
Personality Testing

A Critical Examination of Content Validity Evidence and Personality Testing for Employee Selection

2020 ◽  
pp. 009102602093558
Author(s):  
David M. Fisher ◽  
Christopher R. Milane ◽  
Sarah Sullivan ◽  
Robert P. Tett
Keyword(s):  
Content Validity ◽  
Personnel Selection ◽  
Employee Selection ◽  
Test Validation ◽  
Personality Testing ◽  
Critical Examination ◽  
Personality Test ◽  
Validity Evidence ◽  
Current Investigation ◽  
The Public

Prominent standards/guidelines concerning test validation provide contradictory information about whether content-based evidence should be used as a means of validating personality test inferences for employee selection. This unresolved discrepancy is problematic considering the prevalence of personality testing, the importance of gathering sound validity evidence, and the deference given to these standards/guidelines in contemporary employee selection practice. As a consequence, test users and practitioners are likely to be reticent or uncertain about gathering content-based evidence for personality measures, which, in turn, may cause such evidence to be underutilized when personality testing is of interest. The current investigation critically examines whether (and how) content validity evidence should be used for measures of personality in relation to employee selection. The ensuing discussion, which is especially relevant in highly litigious contexts such as personnel selection in the public sector, sheds new light on test validation practices.

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