Académique Documents
Professionnel Documents
Culture Documents
Tips
Avoid pure intelligence tests Intelligence tests may require special administrive procedures and
increased costs associated with administration, scoring, and interpreting the results. Aptitude
tests are generally more suited for the employment area.
Job Analysis Before any test is administered, you should conduct a job analysis to identify the
job requirements and duties. Tests should be chosen to measure aptitudes and abilities related to
the job.
Adverse Impact Try to avoid tests that have demonstrated adverse impact. If a test is shown to
have adverse impact, then the use of the test should be validated in accordance with the Uniform
Guidelines on Employee Selection Procedures.
Follow the Instructions Most tests include instructions for proper test administration and
scoring.
………………………………………………………………………………………………………………
……………………………………………………..
Physical Abilities Tests: Tests typically test applicants on some physical requirement
such as lifting strength, rope climbing, or obstacle course completion.
Advantages Disadvantages
• can idendentify individuals who are • costly to administer
physically unable to perform the • requirements must be shown to be job
essential functions of a job without related through a thoroughjob analysis
risking injury to themselves or others
• may have age based disparate impact
• can result in decreased costs related to against older applicants
disability/medical claims, insurance, and
workers compensation
• decreased absenteeism
Tips
Fitness for the job Rejection of an applicant for failing a physical abilities test must be based on
a determination of the individual's fitness for the job not on a general determination on the
disabilities of the applicant.
Liability Although a physician may administer the physical abilities test, it is the employer who
decides to hire or not, therefore the liability for violations of Title VII or ADA will rest with the
employer.
Job Analysis Identify stresses that occur on the job.
………………………………………………………………………………………………………………
…………………………………………………………..
Work Sample Tests: Designed to have high content validity through a close relationship
with the job.
Work Sample tests are based on the premise that the best predictor of future
behavior is observed behavior under similar situations. These tests require the
examinee to perform tasks that are similar to those that are performed on the
job.
Advantages Disadvantages
• high reliability • costly to administer; often can only be
• high content validity since work samples administered to one applicant at a time
are a sample of the actual work • although useful for jobs where tasks and
performed on the job duties can be completed in a short
• low adverse impact period of time, these tests have less
ability to predict performance on jobs
• because of their relationship to the job, where tasks may take days or weeks to
these tests are typically viewed more complete
favorable by examinees than aptitude or
personality tests • less able to measure aptitudes of an
applicant thus restricting the test to
• difficult for applicants to fake job measuring ability to perform the work
proficiency which helps to increase the sample and not more difficult tasks that
relationship between score on the test may be encountered on the job
and performance on the job
• Work Sample tests use equipment that is
the same or substantially similar to the
actual equipment used on the job
Tips
Job Analysis Critical for identifying the content of the job from which samples will be
developed. The Critical Incident Technique would be useful for identifying job duties/tasks that,
if sampled on the test, would result in high predictive validity (criterion related validity).
High Content Validity The test should be constructed with the intent of developing a
highly content valid test. The content validity is build into the test.
Equipment If specific equipment is used by incumbents on the job, try to incorporate all or
some of that equipment on the test. Of couse, the safety of the applicant should take precedence
over use of dangerous or unfamiliar tools or machines.
……………………………………………………………………………………………..
Psychometric test
…………………………………………………………………………………………………
……………………………………………………………………………………………………
TAT
……………………………………………………………………………………………………
FIRO B
…………………………………………………………..
BELBIN
Aptitude tests are intended to measure your ability to do something, such as complete a special skill or
accomplish a task in a certain amount of time. Many employers believe that giving aptitude tests to
prospective employees helps them determine who the best candidates are for a particular job. Therefore,
you should be aware of how some aptitude tests are evaluated by employers.
Assessment Centres
Assessment centres are a process of combining a number of different assessment techniques. They
generally take place over 1-5 days and bring together a range of candidates for a job or potential
promotion.
Assessment centres often test:
• Ability
• Personality
• Work samples
• Verbal skills and oral presentations
• Written skills and applications
• Interviews
• and perform reference checks
Advantages of assessment centres:
• They are a valid predictor of job performance
• They provide an objective way of testing a number of candidates under the same circumstances
• Multiple assessors often mean that the process is more rigorous than others
• Behaviour can be observed throughout the testing process
Disadvantages of assessment centres:
• A lot of time is required to construct and conduct the tests
• It may not be realistic to expect candidates to commit the time required to them
…………………………………………………………………………………………
……..
Ability tests measure either general or particular skills, capability and acumen. This category of test
can include:
• numerical tests: assess how well you interpret data, graphs, charts or statistics, and can test
basic arithmetic.
• verbal reasoning: assess how you well you understand written information and evaluate
arguments and statements.
• non-verbal reasoning: assess how well you follow diagrammatic information, spot patterns or
your spatial awareness.
• logical reasoning: assess how well you follow through to a conclusion given basic information,
or using your current knowledge or experience.
Employers may also run tests to assess your problem-solving skills or ability to identify mistakes
accurately: eg proofreading, or basic spelling and grammar tests.
An ability test will typically measure general skills that someone of your education, experience and
background is likely to possess already. Ability tests can also be combined with aptitude tests to
measure both your current skills, and your capacity to develop new abilities that will be needed on
the job.
…………………………………………………………………………………………
Self-Assessments
A. This technique involves applicants generating self-ratings on relevant
performance Over time, self-assessments can be useful to clarify job
performance expectations between employees and supervisors (Bassett
& Meyer, 1968; Campbell & Lee, 1988), but initial discrepancies in
understanding of what job requirements and performance dimensions
between self- and supervisor ratings cause problems in a performance
appraisal system (e.g., Ash, 1980).