Personnel Testing and the Search for Alternatives
Increasing pressure is being applied to replace written ability tests with alternative employee selection procedures. Ironically, such alternatives are usually adopted without examining their validity. The author examines common alternatives to written ability tests and evaluates their typical effectiveness using four major criteria — Validity, fairness, administrative feasibility, and candidate acceptance. This evaluation reveals that there is usually a tradeoff when written tests are replaced with other selection devices, and that the tradeoff usually involves sacrificing validity for one of the other three elements. The author suggests that considering alternative approaches to using written test results may often be more fruitful than abandoning them in favor of non-testing alternatives.