Industrial and Organizational Psychology Assessment Methods For Selection Copyright Paul E. Spector, All rights reserved, March 15, 2005.

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Presentation transcript:

Industrial and Organizational Psychology Assessment Methods For Selection Copyright Paul E. Spector, All rights reserved, March 15, 2005

Psychological Test Characteristics Group vs. individual Objective vs. open-ended Paper and pencil vs. performance Power vs. speed

Test Types Ability Tests –Cognitive ability –Psychomotor ability Knowledge and skill or achievement Personality Emotional Intelligence: Trait vs. Information Processing Integrity: overt vs. personality Vocational interest Drug testing

Biographical Information Biographical inventory or BIB Detailed information about a person’s background Empirical vs. rational Predictive of job performance

Interviews Used in almost every hiring situation Most acceptable to college students in US and France (Steiner & Gilliland, 1996 Relates to cognitive ability (Huffcutt et al., 1996) Structured vs. unstructured Structured much more valid in predicting performance

Work Samples Simulation of actual job tasks Good predictors of future job performance Acceptability by applicants because of obvious job relevance High face validity

Assessment Centers Simulation of management and other white collar jobs 44% of British employers who hire college students use (Keenan, 1995) In US used mainly for promotion and selection of managers Can also be used for employee development Overall scores valid predictors of performance Dimension scores often not valid Assesses how person fits role (Russell & Domm, 1995,

Electronic Assessment Electronic administration of psychological test Web-based assessment Can administer customized test Makes scoring easier and quicker Tailored testing Trend or wave of the future?