1. Selection methods: tests
Dr Joan Harvey

2. Types of ability tests By level, there are 3 main groups By type
General population
Children
Higher intellectual and graduate level
By type

3. Types of ability tests Verbal Numerical Diagrammatic/Abstract
Mechanical
Spatial
Clerical
Dexterity
Sensory/perceptual-motor

4. What are GMA-types tests actually measuring?
Numerical
Emphasis on problem-solving strategies rather than computational skills. Only very simple arithmetic. Aimed at competence in those numerical skills required of ‘the modern manager’.
Verbal
True or untrue statements following some text. Skills of detached critical judgement and reasonable inference. Aims to engage candidates belief structures and where people might usually be more emotive and not apply cold logical analysis. Based on literate West European/US populations.
Abstract
‘fluid intelligence’, divergent thinking, inductive insight and ‘‘flexibility of closure’. Good performance depends on being able to switch easily between contexts and levels of analysis. Level of test based on power in the content of the problems rather than time pressure, so most people finish the test.

5. Personality and interests tests
Often ipsative
Validity issues
Social desirability responding
Easy to fake, even ipsative
Many do not follow the ‘Big Five’, e.g. MBTI and 16PF, which are very frequently used.
Can be used to form templates or profiles for the person who would be doing the job

6. Distant 1
2 x 3 4 5 6
attentive
Emotionally stable 2
3 x
unstable
Dominant
4 x
submissive
Trusting
suspicious
Forthright
discreet
Expedient
Rule conscious
Serious
Lively
Self-assured
apprehensive
Group orientated
5 x
Self reliant
Relaxed, patient
Tense, impatient

8. Assessment methods compared
Selection method
Evidence for Validity
Applicant Reactions
Extent of Use
Structured Interviews
Low to high
Moderate to positive
High
Cognitive ability
Negative to moderate
Moderate
Personality tests
Low to moderate
Biodata
Can be high
Work sample tests
Positive
Low
Assessment centres
Handwriting
References

9. Summary Validity of methods doesn’t necessarily match popularity
E.g. interviews, personality tests
Organisations often fail to conduct adequate job analysis & validation studies
And then there can be problems in legal cases
Meta-analysis results can be informative but such results should be interpreted with caution
Selection is a 2-way process
Globalisation presents new challenges for selection and diversity
In reality there is often a disparity between theory & practice

10. R & S exercise
You are organizing an assessment centre for 5 jobs that involve providing computer support to senior management decision-making, including some diagnostics, strategy analyses, writing reports and recommendations. The areas are sensitive commercially and security is an issue.
You are to plan a 3 day assessment centre for 30 applicants. You have a team of 8 people altogether to help with this, to conduct interviews, run exercises, score up the results.
You MUST allow enough time for each of the activities.

11. Thank you for listening
Joan Harvey
George Erdos