22:
177:
Notable situations in which the MMPI may be used are in final selection for police officers, fire fighters, and other security and emergency personnel, especially when the employees are required to carry weapons. An assessment of mental stability and fitness can be reasonably related and necessary in
265:
Researchers have raised concerns that potential candidates may see a given testing method as a negative reflection on the company. This may dissuade them from applying, depriving the company of good candidates, and they may tell others of their negative experience, hurting the company's reputation.
253:
is strong or weak. Many follow a precedent of 50% being a strong correlation - though results are rarely even that high - when outside of psychology a strong correlation is often said to be above 80%. Correlational work brings other issues. It may indicate employees with strong test scores perform
237:
Situational judgment tests are commonly used as employee-selection and employee-screening tools and have been developed to predict employment success. These tests present realistic hypothetical scenarios in a multiple-choice format. Applicants are asked to state what they would do in a difficult
224:
Employers administer job-knowledge tests when applicants must already possess a body of knowledge before being hired. Job-knowledge tests are particularly useful when applicants must have specialized or technical knowledge that can only be acquired through extensive experience or training.
102:
has decided several cases clarifying the place of employment testing in the context of discrimination law. In particular, these cases have addressed the discriminatory use of tests when promoting employees by requiring tests beyond the education required for the job. A central finding in
128:
The tests are peer-to-peer and reflect real business tasks that candidates have to perform, should they be selected for the role. The tests are open ended, time bound, business related questions which applicants need to submit their responses for in order to prove their abilities.
148:(openness, conscientiousness, extraversion, agreeableness, neuroticism). Conscientiousness positively correlates with job performance for all occupations, as found by meta analyses; an analysis of 36 studies found the same for conscientiousness but also for neuroticism.
228:
Licensing exams and certification programs are also types of job-knowledge tests. Passing such exams indicates competence in the exam's subject area. Tests must be representative of the tested field, otherwise, litigation can be brought against the test-giver.
124:
Performance-based assessment testing is a process to find out if applicants can do the job for which they are applying. It is done through tests, which are directly administered and judged by hiring managers who will be supervising the potential hire.
158:
The Great Eight is a proposed model of competencies. An analysis of 29 studies found personality tests that suggest an employee had a particular 'great eight' competency were positively correlated with their actual performance in that competency.
115:
Different types of assessments may be used for employment testing, including personality tests, intelligence tests, work samples, and assessment centers. Some correlate better with job performance than with others; employers may use more than one.
195:
Candidates may lie on personality tests in order to improve their chances of being selected, as found an analysis of 33 studies; though it is argued that assessors should see lying in this case as a good thing for being socially adaptive.
208:
and correlate very highly with overall job performance. Individuals with higher levels of cognitive ability tend to perform better on their jobs. This is especially true for jobs that are particularly intellectually demanding.
378:
215:
A study of 12 companies found scores for mathematics were associated with improved employee retention after 12 months, but not for scores of other measures including locating information, observing, reading, etc.
166:(MMPI) is a highly validated psychopathology test that is generally used in a clinical psychology setting and may reveal potential mental health disorders. However, this can be considered by the
170:
as the employer having knowledge of a medical condition prior to an offer of employment. This is an illegal basis for a hiring decision in the United States. Employers considering
367:
849:
241:
Situational judgment tests measure the suitability of job applicants by assessing attributes such as problem solving, service orientation, and striving for achievement.
151:
However, other factors of personality can correlate with non-traditional aspects of job performance, such as leadership and effectiveness in a team environment. The
705:
212:
A large meta-analysis of a range of different tests found its strongest positive correlations to job performance from tests of general mental ability.
929:
225:
Job-knowledge tests are commonly used in fields such as computer programming, law, financial management, and electrical or mechanical maintenance.
669:
466:"The Validity and Utility of Selection Methods in Personnel Psychology: Practical and Theoretical Implications of 85 Years of Research Findings"
32:
617:
869:"The Importance of Predictive and Face Validity in Employee Selection and Ways of Maximizing Them: An Assessment of Three Selection Methods"
249:
Much of the research done on such tests is correlational. Psychology research typically sets a relatively low threshold when deciding if a
163:
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should focus on tests designed for job purposes and do not provide any information regarding an applicant's mental health or stability.
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107:
was that the employer must demonstrate (or be prepared to demonstrate) that its selection process is related to the job being filled.
86:
as a means of determining the suitability or desirability of a job applicant. The premise is that if scores on a test correlate with
280:
698:
Schmidt, F.L., & Hunter, J. (2004). General Mental
Ability in the World of Work: Occupational Attainment and Job Performance.
167:
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Barrick, M. R., & Mount, M. K. (1991). The big five personality dimensions and job performance: A meta-analysis.
66:
311:
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Lievens, F., Peeters, H., & Schollaert, E. (2008). Situational judgment tests: A review of recent research.
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Whetzel, D. L., & McDaniel, M. A. (2009). Situational judgment tests: An overview of current research.
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192:. A large meta-analysis found relatively strong correlations between integrity tests and job performance.
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99:
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90:, then it is economically useful for the employer to select employees based on scores from that test.
83:
723:"EVALUATING WORK KEYS PROFILING AS A PRE-EMPLOYMENT ASSESSMENT TOOL TO INCREASE EMPLOYEE RETENTION"
275:
104:
48:
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Ployhart, R. E. (2006). Staffing in the 21st century: New challenges and strategic opportunities.
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505:"The Five Factor Model of Personality and Job Performance in the European Community"
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342:"Share of HR professionals using pre-hire assessments worldwide in 2017, by type"
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481:
631:"A Meta-Analytic Investigation of Job Applicant Faking on Personality Measures"
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285:
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670:"Reconsidering the Use of Personality Tests in Personnel Selection Contexts"
885:
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581:"The Great Eight Competencies: A Criterion-Centric Approach to Validation"
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368:"2022 North American Candidate Experience Benchmark Research Report"
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31:
deal primarily with the United States and do not represent a
422:"Personality and Job Performance: The Big Five Revisited"
82:
is the practice of administering written, oral, or other
199:
556:
635:International Journal of Selection and Assessment
906:
873:International Journal of Business and Management
700:Journal of Personality and Social Psychology, 86
93:
119:
331:Griggs v. Duke Power Co. :401 U.S. 424 (1971)
232:
29:The examples and perspective in this article
164:Minnesota Multiphasic Personality Inventory
543:Personality and the fate of organizations.
144:Researchers have tested the commonly-used
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628:
67:Learn how and when to remove this message
930:Industrial and organizational psychology
720:
667:
281:Industrial and organizational psychology
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558:. Chichester: Wiley. pp. 227–255.
502:
463:
168:Equal Employment Opportunity Commission
907:
808:"Correlational Effect Size Benchmarks"
805:
219:
204:Tests of cognitive ability can assess
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419:
306:Watson v. Fort Worth Bank & Trust
553:
459:
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260:correlation does not imply causation
184:is used to determine an applicant's
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740:U.S. Office of Personnel Management
200:General and cognitive ability tests
137:Some employers select staff using
13:
14:
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384:from the original on 24 July 2023
790:Human Resource Management Review
686:10.1111/j.1744-6570.2007.00089.x
647:10.1111/j.1468-2389.2006.00354.x
312:Wards Cove Packing Co. v. Atonio
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812:Journal of Applied Psychology
585:Journal of Applied Psychology
509:Journal of Applied Psychology
426:Journal of Applied Psychology
318:
110:
94:Legal context (United States)
668:MORGESON, FREDERICK (2007).
254:better on their job but not
182:Employment integrity testing
178:the performance of the job.
120:Performance assessment tests
7:
743:"Assessment Decision Guide"
618:Official MMPI-2 Description
597:10.1037/0021-9010.90.6.1185
482:10.1037/0033-2909.124.2.262
269:
153:Myers-Briggs Type Indicator
146:Big Five personality traits
100:United States Supreme Court
43:, discuss the issue on the
10:
946:
745:. Retrieved on 2008-08-14.
438:10.1037/0021-9010.85.6.869
314:, 490 U.S. 642, 657 (1989)
301:Situational judgement test
233:Situational judgment tests
915:Human resource management
850:"Strength of Correlation"
688:– via ResearchGate.
657:– via academia.edu.
629:Birkeland, Scott (2006).
607:– via ResearchGate.
531:– via ResearchGate.
521:10.1037/0021-9010.82.1.30
492:– via ResearchGate.
448:– via ResearchGate.
806:Pierce, Charles (2015).
276:Civil Rights Act of 1964
105:Griggs v. Duke Power Co.
867:Ekuma, Kelechi (2012).
727:Old Dominion University
721:Hendrick, Ruth (2006).
503:Salgado, Jesus (1997).
464:Schmidt, Frank (1998).
420:Hurtz, Gregory (2000).
238:job-related situation.
886:10.5539/IJBM.V7N22P115
579:Bartram, Dave (2005).
470:Psychological Bulletin
920:Psychological testing
756:Journal of Management
554:Kurz, Rainer (2002).
308:, 487 U.S. 977 (1988)
296:Psychological testing
155:(MBTI) is also used.
854:Newcastle University
674:Personnel Psychology
404:Personnel Psychology
206:general intelligence
49:create a new article
41:improve this article
220:Job-knowledge tests
708:2008-10-14 at the
541:Hogan, R. (2006).
80:Employment testing
172:personality tests
139:personality tests
133:Personality tests
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245:Limitations
925:Labour law
909:Categories
796:, 188-202.
779:, 426-441.
762:, 868-897.
319:References
111:Test types
57:March 2011
895:154291666
655:142178923
190:integrity
45:talk page
832:25314367
706:Archived
605:16316273
490:16429503
446:11125652
379:Archived
377:. 2022.
346:Statista
270:See also
256:how much
39:You may
529:9119797
410:, 1-26.
388:24 July
352:24 July
186:honesty
893:
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348:. 2017
891:S2CID
651:S2CID
486:S2CID
382:(PDF)
371:(PDF)
84:tests
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828:PMID
601:PMID
560:ISBN
525:PMID
442:PMID
390:2023
354:2023
188:and
162:The
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