Presentation on theme: "Chapter 4: Predictors: Psychological Assessment"— Presentation transcript:
1 Chapter 4: Predictors: Psychological Assessment Learning Objectives• Identify the major types of reliability and what they measure.• Understand the major manifestations of validity and what they measure.• Know the major types of psychological tests categorized by administration and content.• Explain the role of psychological testing in making assessments of people, including ethical issues and predictive accuracy.• Explain non-test predictors such as interviews, assessment centers, work samples, biographical information, and letters of recommendation.• Understand the controversial methods of assessment.
2 Figure 4-1 Badge worn by a salesperson referencing “validate” and “validation”.
10 Chapter Summary• Predictors are methods (such as a test, interview, or letter of recommendation) used to forecast (or predict) a criterion.• High-quality predictors must manifest two psychometric standards: reliability and validity.• Psychological tests and inventories have been used to predict relevant workplace criteria for more than 100 years.• Psychological assessment is a big business. There are many publishers of psychological tests used to assess candidates’ suitability for employment.• The most commonly used predictors are tests of general mental ability, personality inventories, aptitude tests, work samples, interviews, and letters of recommendation.• Predictors can be evaluated in terms of their validity (accuracy), fairness, cost, and applicability.• Online testing is a major trend in psychological assessment.• Controversial methods of prediction include polygraphy, graphology, and tests of emotional intelligence.• There are broad cross-cultural differences in the acceptability of predictors used to evaluate job candidates. The interview is the most universally accepted method.