Job applicants’ attitudes towards cognitive ability and personality testing

Rachelle Visser,Pieter Schaap

doi:10.4102/sajhrm.v15i0.877

Abstract

Orientation: Growing research has shown that not only test validity considerations but also the test-taking attitudes of job applicants are important in the choice of selection instruments as these can contribute to test performance and the perceived fairness of the selection process.Research purpose: The main purpose of this study was to determine the test-taking attitudes of a diverse group of job applicants towards personality and cognitive ability tests administered conjointly online as part of employee selection in a financial services company in South Africa.Motivation for the study: If users understand how job applicants view specific test types, they will know which assessments are perceived more negatively and how this situation can potentially be rectified.Research design, approach and method: A non-experimental and cross-sectional survey design was used. An adapted version of the Test Attitude Survey was used to determine job applicants’ attitudes towards tests administered online as part of an employee selection process. The sample consisted of a group of job applicants (N = 160) who were diverse in terms of ethnicity and age and the educational level applicable for sales and supervisory positions.Main findings: On average, the job applicants responded equally positively to the cognitive ability and personality tests. The African job applicants had a statistically significantly more positive attitude towards the tests than the other groups, and candidates applying for the sales position viewed the cognitive ability tests significantly less positively than the personality test.Practical and managerial implications: The choice of selection tests used in combination as well as the testing conditions that are applicable should be considered carefully as they are the factors that can potentially influence the test-taking motivation and general test-taking attitudes of job applicants.Contribution: This study consolidated the research findings on the determinants of attitudinal responses to cognitive ability and personality testing and produced valuable empirical findings on job applicants’ attitudes towards both test types when administered conjointly

Highlights

The sensible application of psychological assessment tools could play an important role in the transformation of organisations, in particular organisations in post-apartheid South Africa (Donald, Thatcher & Milner, 2014)
The Kaiser–Meyer–Olkin measure of sampling adequacy (KMO) and Bartlett’s test of sphericity were used to determine the sample adequacy of the exploratory factor analysis (EFA) to yield distinct and reliable factors (Field, 2009), both measures indicating the suitability of the data for use in factor analyses
Question 3: Do demographical differences relate to job applicants’ attitudinal responses to supervised online personality and cognitive ability tests administered conjointly? The demographic data from this study showed a significant deviation from the assumptions required for performing parametric-based statistical analysis techniques such as the analysis of variance (ANOVA) test (Field, 2009)

Summary

Introduction

The sensible application of psychological assessment tools could play an important role in the transformation of organisations, in particular organisations in post-apartheid South Africa (Donald, Thatcher & Milner, 2014). Despite the finding that occupational assessment has the potential to provide valid and reliable performance predictions in an occupational setting, participants’ perceptions may still adversely impact the results (McCarthy & Goffin, 2003). Variables, such as individuals’ attitudes towards an assessment process, should be considered in order to come to an understanding of individual performance levels in assessments (Chu, Guo & Leighton, 2014). Numerous studies and meta-analyses have provided evidence of the validity of cognitive and personality tests as predictors of job performance. Personality tests have low validity compared with cognitive ability tests, evidence has shown that when these http://www.sajhrm.co.za

Objectives

Methods

Results

Discussion

Conclusion