1. MANA 4328 Dennis C. Veit dveit@uta.edu
Measurement
MANA 4328
Dennis C. Veit 1

2. Basic Concepts HOW TO USE TESTING
Common reasons for testing
Job Change
Skills necessary have changed
New Position created
Poor quality of output from new employees
How do you know if your tests are accurate
Many people taking the test
One person taking the test many times
95% Confidence Intervals
Variability and comparing test scores
Mean / Standard Deviation
Z scores and Percentiles
Correlation coefficients
What type of test are there
Test vs. interviews
Bang for the buck: getting the most from your tests

3. Variability Sample selection portfolio 30% 40% 20% 70% 80%
Personality Inventory
Identify Difference Test
Critical Thinking
Situational Judgment Test
Interview
Teamwork
30%
40%
Problem Solving
20%
Responsibility
70%
Attention to detail
Flexibility
80%

4. Validity Tests Why perform a Validity Test?
We want an answer to a simple question: Do people who do better on this test perform better on the job?
A simple question, but how do you answer it?
THREE TYPES OF VALIDITY TEST:
Content Validity
Construct Validity
Criterion Validity

5. Types of Validity Criterion-Related Content-Related Job Performance
Job Duties
Selection Tests
KSA’s

6. Variability
Content Validity – A measure of how well the content of the test corresponds to the content and requirement s of the job.
Construct Validity – A measure of how well a test assesses intelligence or extroversion or shyness.
Criterion Validity – A measure of the link between test results and job performance.

7. Understanding Correlation and Statistical Significance - Z Score or “Standard” Score
Score – Mean
Z Score =
Std. Dev
Test 1
Test 2
Bob
Jim
Sue
Linda
Raw Score 49 47
Mean 48 46
Std. Dev
2.5
.80
Z score .4
-.4
3.75
1.25

8. Z scores and Percentiles
Look up z scores on a “standard normal table”
Corresponds to proportion of area under normal curve
Linda has z score of 1.25
Standard normal table = .9265
Percentile score of 92.65%
Linda scored better than 92.65% of test takers
Z score
Percentile
3.0
99.9%
2.0
97.7%
1.0
84.1%
0.0
50.0%
-1.0
15.9%
-2.0
2.3%
-3.0
.1%

9. What Types of Test Are There?
Skill or Ability Tests - These measure some basic talent, such as a general mathematical ability
Personality or Interest Inventories - Called inventories rather than tests because they identify characteristics, rather than measure according to a standard.
Knowledge Tests - Measure a level of understanding in a specific area – (usually certification tests)

10. Returning “ROI” Utility - Is based on three factors:
ROI - “Return on Investment”
Often described as Utility
How do you track?
Utility - Is based on three factors:
% of people in the general population (applicant pool)
Validity of test to predict performance
Level you use for cutoff

11. Why use Test over Interviews?
Tests tend to be more reliable – Since tests are standardized, all candidates answer the same questions and their responses are scored consistently
Tests allow us to evaluate complex competencies without formal training – A well designed test allows us to gather reliable and accurate information that might be difficult to gather effectively through an interview
Test can help reduce time you spend in interviews - Test can “screen out” unacceptable candidates

12. Advantages of Interviews vs. Tests
Interviews are often perceived to be more fair than tests– Allows for a fairer interview than just numbers
Interviews profed face-to-face opportunity–
Good idea to meet people
Provides for “follow-up” questions - Test do not give you this opportunity

13. Factors to consider when determining cutoff score and evaluation of the ROI test
Cost of recruitment – will raise the cost the more you add.
Quality of the applicant pool - must have a valid number of applicants in our pool, which may require more time
Advers Impact - On specific cutoff scores on protected groups
Difference in performance between good and poor employees