does not measure some core job attributes (e.g. EI)
may provide realistic job preview
expensive (tailored to each job: content, scoring, and assessing)
somewhat immune to “presentation” effects
may be tracked on the phone via response latency
To be covered on 9/27 $9-$100 .18 $1-$100 (and more) .02-.15
3 Dimensions of Cognitive Tests (Noe, et al., 2006)
Verbal comprehension: ability to understand and use written & spoken language
Quantitative ability: speed and accuracy in solving arithmetic problems
Reasoning ability: capacity to invent solutions to many diverse problems
Often has adverse impact due to race.
“ In the past, differences between the means for blacks and whites meant that an average black would score at the 16 th percentile of the distribution of white scores.” (Noe, et al., p. 240).
While racial norming has been banned, “banding” has become more popular. Banding involves treating people with similar scores the same (e.g., 90-100 gets a ‘4’. When scores are tied, preference is given to the minority candidate). Practice is controversial.
Physical ability tests : can be used to predict performance or predict occupational injuries (strength tests often have adverse impact)
Polygraph tests: severely restricted by the Employee Polygraph Prediction Act (e.g., can use if manufacture controlled substances, do security, etc.)
Graphology (used by 85% of French Companies): low validity (.02)
Management Assessment Centers: often used to assess management potential (& train managers) via a variety of tests and realistic managerial simulations (AT&T)