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Industrial and Organizational Psychology Assessment Methods For Selection & Placement

Industrial and Organizational Psychology uses various assessment methods to evaluate job candidates for selection and placement. These methods measure job-related knowledge, skills, abilities, and other characteristics (KSAOs) that are important for different jobs. Common assessment methods include cognitive ability tests, personality tests, interviews, work samples that simulate actual job tasks, and reviews of biographical information. Each method has strengths and limitations for predicting future job performance, and the most valid approaches often incorporate multiple assessments.

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Alvi Kabir
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295 views21 pages

Industrial and Organizational Psychology Assessment Methods For Selection & Placement

Industrial and Organizational Psychology uses various assessment methods to evaluate job candidates for selection and placement. These methods measure job-related knowledge, skills, abilities, and other characteristics (KSAOs) that are important for different jobs. Common assessment methods include cognitive ability tests, personality tests, interviews, work samples that simulate actual job tasks, and reviews of biographical information. Each method has strengths and limitations for predicting future job performance, and the most valid approaches often incorporate multiple assessments.

Uploaded by

Alvi Kabir
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd

Industrial and Organizational Psychology

Assessment Methods For Selection & Placement


Job-Related Characteristics
• Many different characteristics of people are
needed for a job (KSAO’s)
– Knowledge
– Skill
– Ability
– Other personal characteristics
• KSAO’s for each job determined by a job analysis
Two things to remember

 Does testing make sense?

what it is you want to assess/ What do


you want to measure out of this test?
Psychological/ Psychometric Test
What is it?
Have you ever attended any tests of such?
What's the purpose?
Psychological/ Psychometric Test
A series of questions that is designed to
assess a particular individual's attidue and
behaviour.
Psychological Test Characteristics

Group vs. individual


Objective vs. open-ended
Paper and pencil vs. performance
Power vs. speed
Psychological Test Types
 Ability tests
◦ Cognitive ability
◦ Psychomotor ability
 Knowledge and skill tests
◦ Knowledge: what one knows
◦ Skill: what one is able to do
 Personality
◦ Personality is a predisposition to behave in a particular way
◦ Problems:
 Faking
 Job relevance
Cognitive ability test
Numerical
Verbal
reasoning test
In class exercise: let's find out!
Types?
Some more ability tests
Abstract/ logical reasonings
◦ capable of quickly analysing new information,
integrating it to the overall scheme of things,
and applying it to solve work-related problems

◦ capable of processing and analysing new


work-related data in a logical manner
Mechanical reasonings
Example of a Psychomotor Ability Test
Psychological Test:
What could it be?
Personality test
Personalitytests measure individual's
behavioural style, opinions and
motivatons

Personality tests also measure personal


attributes such as temperament, career
interests and personal values.
Often measures the big five factors of
personality!
More Test Types
Emotional Intelligence
◦ Ability to control and recognize emotions
◦ Trait vs. information processing
Integrity
◦ Predict whether person will engage in
dishonest behaviors
◦ Overt vs. personality
Drug testing
Biographical Information
 Biographical inventory
 
 Detailed information about a person’s background

  Empirical vs. rational

  Predictive of job performance


Interviews
 Used in almost every hiring situation
  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

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