I. Administration of selection tests:
A personnel testing is a valuable way to measure individual characteristics. Hundreds of tests have been
developed to measure various dimensions of behavior. The tests measure mantel abilities, knowledge, physical abilities, personality, interest, temperament, and other attitudes and behaviors. Evidence suggests that the use of tests is becoming more prevalent for assessing an applicant’s qualifications and potential for success. Tests are
used more in the public sector than in the private sector and in medium-sized and large companies than in small
companies. Large organizations are likely to have trained specialists to run their testing programs.
• Advantages and disadvantages of using tests:
Selection testing can be a reliable and accurate means of selecting qualified candidates from a pool of applicants.
As with all selection procedures, it is important to identify the essential functions of each job and determine the skills needed to perform them.
• Potential Problems Using Selection Tests
Selection tests may accurately predict an applicant’s ability to perform the job, but they are less successful in
indicating the extent to which the individual will want to perform it. Another potential problem, related
primarily to personality tests and interest inventories, has to do with applicants’ honesty. Also there is the
problem of test anxiety. Applicants often become quite anxious when confronting yet another hurdle that might
eliminate them from consideration.
II. Characteristics of Properly Designed Selection Tests
Properly designed selection tests are standardized, objective, based on sound norms, reliable and—of utmost
importance—valid.
1. Standardization: Refers to the uniformity of the procedures and conditions related to
administering tests. It is necessary for all to take the test under conditions that are as
close to identical as possible.
2. Objectivity: Achieved when all individuals scoring a given test obtain the same results.
3. Norms: Provide a frame of reference for comparing applicants’ performance with that
of others. A norm reflects the distribution of scores obtained by many people similar
to the applicant being tested. The prospective employee’s test score is compared to the
norm, and the significance of the test score is determined.
4. Reliability: The extent to which a selection test provides consistent results. If a test
has low reliability, its validity as a predictor will also be low. To validate reliability, a test
must be verified.
5. Validity: The extent to which a test measures what it purports to measure. If a test
cannot indicate ability to perform the job, it has no value as a predictor.
