Group #2: Other Group #2: Other Ability TestsAbility Tests

Irene Abdelmalek, Stephen Irene Abdelmalek, Stephen Allen, Kallee Valentine, Isabel Allen, Kallee Valentine, Isabel

Fernandez, Melissa Oakley, Fernandez, Melissa Oakley, Tim LanghamTim Langham

MECHANICAL ABILITY MECHANICAL ABILITY TESTSTESTS

Defining:Defining: Measuring potential for success in work with Measuring potential for success in work with

machines and equipmentmachines and equipment

Abilities Measured:Abilities Measured: Spatial visualizationSpatial visualization Perceptual speed and accuracyPerceptual speed and accuracy Mechanical informationMechanical information

Evolution:Evolution: Performance Testing Performance Testing → →

Visual Reality Simulations________________________________________________________________________________________________________________________________________________________________________

Aguinis, Herman. "Virtual Reality Technology: a New Tool for Personnel Selection." Aguinis, Herman. "Virtual Reality Technology: a New Tool for Personnel Selection." International Journal of Selection and AssessmentInternational Journal of Selection and Assessment ns 9 (2001): 78-82. ns 9 (2001): 78-82.

EXAMPLES of EXAMPLES of MECHANICAL ABILITY MECHANICAL ABILITY

TESTSTESTSStenquist (1923):Stenquist (1923):

Assembly testAssembly test Measured manual performanceMeasured manual performance

Bennet (1969):Bennet (1969): Spatial Perception and tool knowledgeSpatial Perception and tool knowledge Aptitude for learning and mechanical Aptitude for learning and mechanical

skillsskills

CLERICAL ABILITY CLERICAL ABILITY TESTSTESTSDefining:Defining:

Measure speed and accuracy in processing Measure speed and accuracy in processing verbal and numerical data.verbal and numerical data.

Used for selecting office personnel.Used for selecting office personnel.

Minnesota Clerical Test(1933):Minnesota Clerical Test(1933):

Name ComparisonName Comparison

Neal SchmittNeal Schmitt ______________________________________________ Frank SchmittFrank Schmitt

Hubert FieldHubert Field ______________________________________________ Herbert FieldHerbert Field

Murray Barrick _______________________Murray Barrick _______________________ Mick MountMick Mount

Number ComparisonNumber Comparison

8464484644 _____________________________ 84464_____________________________ 84464

179854179854 ____________________________ 176845 ____________________________ 176845

887665994 __________________________887665994 __________________________ 8876659954 8876659954

Physical Ability TestsPhysical Ability Tests

3 Reasons to use physical ability tests:3 Reasons to use physical ability tests: EEO Legislation has prompted an increase in EEO Legislation has prompted an increase in

women applicants: Helps test INDIVIDUALSwomen applicants: Helps test INDIVIDUALS Reduces work related injuriesReduces work related injuries ADA prohibits pre employment medical examsADA prohibits pre employment medical exams

Feishman’s 9 physical abilities used in Feishman’s 9 physical abilities used in selectionselection Army men .87 Pipeline workers .63Army men .87 Pipeline workers .63

Hogan’s 3 Components of physical strengthHogan’s 3 Components of physical strength

Things to Remember When Things to Remember When Using Physical Ability TestsUsing Physical Ability Tests

Adverse impact is common. Tests must Adverse impact is common. Tests must be clearly linked to critical job tasksbe clearly linked to critical job tasks Give advance notice to all applicants of Give advance notice to all applicants of

what physical requirements there will bewhat physical requirements there will be www.fwfd.net

ADA requires reasonable ADA requires reasonable accommodationaccommodation

ADEA: no assumptions for over 40ADEA: no assumptions for over 40

Recommendations for the Recommendations for the use of ability tests in use of ability tests in

selectionselection There are a number of ability tests There are a number of ability tests

available to HR professionalsavailable to HR professionals We need a way to evaluate the tests and We need a way to evaluate the tests and

assess its potential usefulnessassess its potential usefulness Buros Institute of Mental MeasurementsBuros Institute of Mental Measurements

Review of 4,000 tests (Review of 4,000 tests (http://www.unl.edu/buros)) The Seventeenth Mental Measurements YearbookThe Seventeenth Mental Measurements Yearbook

Available September 2007Available September 2007 Information on 300 testInformation on 300 test

SHRM Testing Center: SHRM Testing Center: http://www.shrm.org/testing/index.asp

Review Reliability DataReview Reliability Data Reliability is a necessary characteristic of Reliability is a necessary characteristic of

a selection test a selection test A test with high reliability gives us consistent A test with high reliability gives us consistent

test scores and minimizes uncontrolled factorstest scores and minimizes uncontrolled factors We should know:We should know:

Size (200+), how they collected the Size (200+), how they collected the information, and the reliability estimateinformation, and the reliability estimate

Respondents used in study should be similar Respondents used in study should be similar to those who will be taking the testto those who will be taking the test

Reliability estimate should be .85 to .90Reliability estimate should be .85 to .90 The smaller the range of true scores the easier it will The smaller the range of true scores the easier it will

be to make a decisionbe to make a decision

Review Validity DataReview Validity Data Validity data is also important when Validity data is also important when

deciding whether or not to use a specific deciding whether or not to use a specific testtest

Determine whether the test measures Determine whether the test measures what it claims to measure:what it claims to measure:

Correlation analysesCorrelation analyses Correlation of test scores and some measure of Correlation of test scores and some measure of

training or job performance (criterion-related validity) training or job performance (criterion-related validity) Factor analysesFactor analyses

Analyzing the interrelationships among several tests or Analyzing the interrelationships among several tests or a set of test items.a set of test items.

20 tests to 400 individuals, correlate them, identify 20 tests to 400 individuals, correlate them, identify factors (psychological characteristic measured)factors (psychological characteristic measured)

You are looking for a test the matches the abilities You are looking for a test the matches the abilities identified from the job analysisidentified from the job analysis

Use in Small BusinessUse in Small Business

It is feasible to also use these test in It is feasible to also use these test in small businesses but you need to small businesses but you need to consider:consider: Identify tests that are appropriateIdentify tests that are appropriate

11stst complete a job analysis – knowledge, skills, complete a job analysis – knowledge, skills, and most important task required to perform joband most important task required to perform job

Purchase relevant testsPurchase relevant tests Level A, B, & C tests (chapter 3)Level A, B, & C tests (chapter 3) A: can be purchased by individuals without A: can be purchased by individuals without

demonstrating special training or education.demonstrating special training or education.

Ability Tests Are:Ability Tests Are:

Useful: they are valid predictors for all forms of Useful: they are valid predictors for all forms of job performancejob performance

Cheap: usually they can be purchased for a Cheap: usually they can be purchased for a reasonable pricereasonable price

Fast: most take 30 minutes or lessFast: most take 30 minutes or less Easy: can be given in groups or individuallyEasy: can be given in groups or individually Versatile: available in multiple languagesVersatile: available in multiple languages Scorable: scoring key is provided and easy to useScorable: scoring key is provided and easy to use Understandable: applicants and test givers should Understandable: applicants and test givers should

be able to understand what the test is measuringbe able to understand what the test is measuring Sometimes faked: they are familiar and some Sometimes faked: they are familiar and some

people make them up so be sure to review the people make them up so be sure to review the test development data, ask about reliability and test development data, ask about reliability and validity studies! Be SUSPICIOUS and WARY of validity studies! Be SUSPICIOUS and WARY of what is out there.what is out there.

Performance Tests and Performance Tests and Assessment CentersAssessment Centers

Require the applicant to complete a set of Require the applicant to complete a set of actions that demonstrate whether the job actions that demonstrate whether the job behavior of interest can be successfully behavior of interest can be successfully completed. completed.

Closely resemble actual parts of the job Closely resemble actual parts of the job being consideredbeing considered

provide direct evidenceprovide direct evidence

Advantages: reduce limitations of other selection Advantages: reduce limitations of other selection testingtesting

Limitations: Development, assumptions, and costsLimitations: Development, assumptions, and costs

Consistency of behavior: Wernimont and Consistency of behavior: Wernimont and CampbellCampbell

Examples of performance testsExamples of performance tests Motor TestsMotor Tests Verbal TestsVerbal Tests Trainability TestsTrainability Tests

Performance Tests and Performance Tests and Assessment CentersAssessment Centers

Steps in the Development of Steps in the Development of Performance TestsPerformance Tests

Perform Job AnalysisPerform Job Analysis Identify important tasks to be testedIdentify important tasks to be tested Develop testing proceduresDevelop testing procedures

Select TasksSelect Tasks Specify Testing ProceduresSpecify Testing Procedures Establish Independent Test SectionsEstablish Independent Test Sections Select the Number of Test ProblemsSelect the Number of Test Problems

Develop scoring proceduresDevelop scoring procedures StandardsStandards Rules for ScoringRules for Scoring

Train judgesTrain judges

Example of the Example of the Development of a Development of a Performance TestPerformance Test

Emergency Telephone OperatorsEmergency Telephone Operators Job Analysis and Task StatementsJob Analysis and Task Statements Evaluate tasks and KSAs Evaluate tasks and KSAs

(Questionnaires)(Questionnaires) Identified KSAs to be measuredIdentified KSAs to be measured Developed three testsDeveloped three tests

Oral Directions/Typing TestOral Directions/Typing Test Situational InterviewSituational Interview Telephone Call SimulationTelephone Call Simulation

The Effectiveness of The Effectiveness of Performance TestsPerformance Tests

ValidityValidity Meta-analysis study found them to have a 0.33 Meta-analysis study found them to have a 0.33

validity coefficientvalidity coefficient Adverse ImpactAdverse Impact

Studies have had mixed feedback regarding the Studies have had mixed feedback regarding the adverse impact of performance testsadverse impact of performance tests

Other FindingsOther Findings Appears to incite fewer complaints among Appears to incite fewer complaints among

applicants about testing procedures for applicants about testing procedures for selectionselection

Can serve as a realistic job previewCan serve as a realistic job preview

Questions???Questions???