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Pre-Employment Test Suitability

In order to assess test suitability, there are recognized best practices to follow. The U.S. Equal Employment Opportunity Commission (2010) outlines quite a few, such as validating tests on job requirements and determining if alternate tests may be more suitable for job applicants. Reflect on pre-employment tests that you may have taken. Do you believe they were suitable for your job position and could accurately predict job performance?

For this Assignment, review the media for this week. Review the employment opportunities available at Greenway Inc. and consider the suitable pre-employment selection tests that you might use for candidates. Use the Test Evaluation Template document provided in the Learning Resources to record your assessment. Remember to consider the best practices when evaluating the suitability for each position.

Evaluate a pre-employment test and its suitability for three job types presented in the media (manufacturing, sales, and executive). Evaluate your selected test using the following psychometric properties:

· Validity

· Reliability

· Face Validity/Applicant Reactions

· Administration Method

· Subgroup Differences

· Development Costs

· Administration Costs

· Utility/Return on Investment (ROI)

· Common Uses

Provide an APA reference list and use appropriate APA citations throughout your Assignment.

Submit by Day 7 your 5-page evaluation.

Media

· Laureate Education, Inc. (Executive Producer). (2013b). Introduction to Greenway Inc. [Interactive media]. Baltimore, MD: Author. http://mym.cdn.laureate-media.com/2dett4d/Walden/PSYC/8576/01/mm/greenway/index1.html

Readings

· Aguinis, H., & Glavas, A. (2012). What we know and don't know about corporate social responsibility: A review and research agenda. Journal of Management, 38(4), 932–968. Retrieved from the Walden Library databases.

· American Psychological Association. (2012). Ethical principles of psychologists and code of conduct. Retrieved from www.apa.org/ethics/code.html

· Borden, L. W., & Sharf, J. C. (2007). Developing legally defensible content valid selection procedures. In D. L.Whetzel & G. R. Wheaton (Eds.), Applied measurement: Industrial psychology in human resources management (pp. 385-401). Malwah, NJ: Lawrence Erlbaum Associates.

· Cascio, W. F., & Aguinis, H. (2008a). 3 staffing twenty-first-century organizations. The Academy of Management Annals, 2(1), 133–165. Retrieved from the Walden Library databases.

· Newman, D. A., & Lyon, J. S. (2009). Recruitment efforts to reduce adverse impact: Targeted recruiting for personality, cognitive ability, and diversity. Journal of Applied Psychology, 94(2), 298–317. Retrieved from the Walden Library databases.

· Society for Industrial and Organizational Psychology, Inc. (2003). Principles for the validation and use of personnel selection procedures (4th ed.). Bowling Green, OH: Author. Used by permission of Society for Industrial and Organizational Psychology, Inc.

· U.S. Equal Employment Opportunity Commission. (2010). Employment tests and selection procedures. Retrieved from http://www.eeoc.gov/policy/docs/factemployment_procedures.html

· U.S. Equal Employment Opportunity Commission (n.d.). Laws & guidance. Retrieved December 3, 2012 from http://www.eeoc.gov/laws/

· U.S. Office of Personnel Management. (2007). Assessment decision guide. Retrieved from http://apps.opm.gov/ADT/ContentFiles/AssessmentDecisionGuide071807.pdf

PSYC 8576: Advanced Personnel Psychology

Test Evaluation Template

Directions: For the test/instrument you have identified for this assignment, evaluate it using the below criteria taken from the Officer of Personnel Management Assessment Decision Guide provided as a resource. Use the template provided on the second page to record you assessment.

Validity: This refers to extent to which the assessment method has been shown to accurately measure a job-related competency and/or predict successful performance on the job. Typically, it is discussed in terms of content, criterion-related, or construct validity. 

Reliability: Assessment reliability is demonstrated by the consistency of scores obtained when the same applicants are reexamined with the same or equivalent form of an assessment. It also refers to internal consistency of the test items.

Face Validity/Applicant Reactions: Face validity refers to applicants’ judgments regarding the degree to which the content of an assessment tool is relevant and representative of the content of the job. Applicant reactions include perceptions of the face validity of the test as well as overall reactions to the assessment process. 

Administration Method: This measure considers information regarding how an assessment method can be used. Typically, this includes the size of the applicant group that can be assessed at one time and whether the assessment can be administered using paper-and-pencil or electronic formats. 

Subgroup Differences: This concerns the extent to which the assessment method has been shown to result in different pass (or selection) rates, average scores, or prediction errors across groups. Differences are typically based on race, ethnicity, or gender. 

Development Costs: These costs include the amount and type of resources required to develop an assessment, in terms of time, money, and technical expertise. 

Administration Costs: These costs include the amount and type of resources required to administer an assessment, in terms of time, money, staff, equipment, facilities, and information technology support. 

Utility/Return on Investment (ROI): This refers to the extent to which the benefits gained from using the assessment method outweigh the costs of development and administration. 

Common Uses: This is a description of the occupations and/or situations for which the assessment method is typically used. 

Test Name__________________________________________________

Description___________________________________________________________________________________________________________________________________________________________________________________________________________________________________

Evaluation Criteria
Validity
Reliability
Face Validity/ Applicant
Administration Method
Subgroup Differences
Development Costs
Administration Costs
Utility/Return on Investment
Common Uses