HRM373 Assessment and

Selection
Lesson 4

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https://www.youtube.com/watch?v=a9JLJ4cm3W8

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Group Discussion

Based on that clip:

1. Determine ONE predictor construct and criterion

construct for the position.
2. If an assessment tool was being employed, what
would it be?
3. Is it Reliable? Why do you think so?
4. Is it Valid? Why do you think so?

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Cognitive tests
• Intelligence tests, called General Mental Ability tests.
• Usually covers Verbal, Numerical, and Abstract
scales.
• Specific abilities are also available for all purposes.
• General mental ability is found to be (single most)
valid predictors of job performance
• Traditionally, many of these tasks have norm tables
where results can be meaningfully compared in
given populations.

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Wonderlic sample
Questions
https://www.sporcle.com/games/gloucester
/wonderlic-sample-test

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Ravens Progressive
Matrices

• Widely used in many settings.

• Each test item, one needs to
find the missing item in the
progression.
• Items get progressively
harder.
• You can try one of a similar
format:
• https://iqpro.org/

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Raven’s Sample Report

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Performance tests

• Using performance itself as a measure

• Work sample :
– replicate the job duties as closely as possible
– Use a portion of the actual job requirements as test

• Simulations :
– Hi-fidelity simulations
– This has increased in sophisticated as technology advances.
E.g. with virtual reality, avatar creation, the fidelity can be really
high

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Sample of exercise

Exercise available at psionline.com

Sample participant instructions from A+DC.

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Rating of behaviours

Sample of assessor rating forms from A+DC.

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Situational judgement tests

• Often in a MCQ format

• Items reflect job-relevant problems
• It has in some cases good predictive validity
• The logical assumption is that the test measures
judgement, and judgement requires a combination of
intelligence, creativity, experience and content
knowledge
• So, it’s a measure of many underlying constructs that
make up “performance”

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SJT Development

Example of process of SJT development

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SJT Rating

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Local example of SJT

• https://www.youtube.com/watch?v=FnnMGdInp0w

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Physical abilities and fitness test

• Physical abilities tests are specific physical

requirements needed in a job
• Fitness tests are more general in nature, measuring
strength, stamina, flexibility
• These tests are relatively predictive, while abilities
measures are better than fitness measures in terms of
predicting job related tasks

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Example of physical ability test

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Computerisation and its influence in the test
enterprise

• Data can be stored and analysed

• Can be taken almost anywhere with a computer
• All test banks to be created

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Adaptive tests
• Computer generated tests can respond to test takers’ answers and
adjust the level of measurement, i.e., making the items more or less
difficult
• Not all test takers will answer same items, in terms of levels of
difficulty

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• Unprotected tests in computers are vulnerable to
distractions and cheating
• These can be minimised in semi-controlled test venue
– Eg., testing the applicant on-site
– Using equivalent forms instead of one single identical form for all
applicants

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Assessing via inventories and interviews

• Personality inventories are used to measure the

“characteristics” of a person’s psychological makeup
• It is an inventory because it is believed to be
consisting of many factors, some known, some
unknown
• These are typically more difficult to define than
cognitive difficulties. Therefore, more difficult to make
conclusions about

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Personality
• Personality refers to individual differences in
characteristic patterns of thinking, feeling and
behaving

• Semi-permanent in nature and change very slowly or

when there is a drastic change
Ways to measure personality

• Dichotomous – binary option, mutually exclusive

• Multiple choice – pick one
• Forced choice – prioritize among given list
• Free response – open ended
• Rating scales – on a continuum, degrees of quality
• Normative scores – relative to a relevant population
• Ipsative scores – relative to self

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Personality Models

• Cattell (1947) took a lexical approach which yielded 16

dimensions of personality
• Cattell’s personality inventory was data- driven and is
known as 16PF
• Hans Eysenck (1967) formulated a two- factor theory
personality using theory- driven approach –
extraversion and neuroticism
• Five factor model (Costa & McCrae, 1985)
Personality Five Factor Model
• Extraversion, Agreeableness, Conscientiousness, Openness to
experience, Emotional Stability (Neuroticism)
• DeYoung (2015) Cybernetic Big Five Model
• Traits reflect parametrics of evolved ‘cybernetics’ , i.e. goal-directed,
adaptive systems, where behaviour is driven by feedback.
• Adaptations – goals, interpretations, strategies, defined in relation to
one’s life circumstances.
• In contrast to biological model (behavior is linear), cybernetic
assumes behaviour to be emergent and dynamic.
Cybernetic Big Five Theory
(DeYoung 2015)

The personality trait hierarchy. First (top) level: metatraits. Second level: Big Five domains. Third level:
aspects. Fourth level: facets. The minus sign indicates that Neuroticism is negatively related to Stability

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The Trait Hierarchy

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Traits and their functions (DeYoung, 2014)
Personality - Traits vs Types

 Traits are building blocks of personality

 Continuous dimensions representing different
aspects of character
 Varies substantially between individuals
 Yet remain stable within individuals

 Type theories
 Alternative to trait theories
 Proposed that individuals can be neatly
grouped into distinct categories with no middle
ground; i.e. either introvert or extravert (no bell
curve)
 Widely used (MBTI and RHETI) but
popularity is not the same as credibility
Types vs Traits

Broad groupings vs Nuances

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COMMON INVENTORIES:
MBTI
16 PF
NEO PI-R
RORSCHACH TEST

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Jung Typology Test
(MBTI)
http://www.humanmetrics.com/cgi-
win/jtypes2.asp

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What is 16 PF?

• 16 Personality Factors
• Based on Raymond Cattell’s Trait Theory
• Tool is a self-report questionnaire which
carries 187 situation-based statements in
a MCQ format

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Cattell’s Personality Factors

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Trait Assessment

http://www.personal.psu.edu/%7Ej5j/IPIP/
• International Personality Item Pool
Representation of the NEO PI-R™
• An open site collating trait measure items for public
research.

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Rorschach test cards

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http://theinkblot.com/

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End

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