Personnel Selection Tests Research Articles

A perspective on situational judgment tests: From measures of situational judgment to measures of general domain knowledge

Lievens and Motowidlo (2016) proposed to reconceptualize situational judgment tests (SJTs) as a category of measures assessing general knowledge about the utility of exhibiting workplace behaviors that represent either high or low levels of a targeted personality trait. However, the development of such contextual knowledge is unclear and less well addressed. Expanding this theoretical discussion, the present perspective explores the formation mechanisms of knowledge about interpersonal problem-solving within the Process-Personality-Interests-Knowledge (PPIK; Ackerman, 1996) framework of adult intellectual development. The current discussion highlights the roles of both cognitive and non-cognitive factors in the development of job knowledge, and that knowledge of workplace effective behaviors serves as a proximal determinant of performance relative to more distal predictors (e.g., personality) commonly used in personnel selection tests.

Selection Tool Use: A Focus on Personality Testing in Canada, the United States, and Germany

The purpose of this paper is to provide new data regarding the current staffing practices being used by organizations in Canada and the United States (US) as well as a comparison with existing data from Germany (Diekmann & König, 2015). Data regarding the beliefs of human resource (HR) practitioners in terms of using personality tests in personnel selection is also provided. A geographically representative sample of 453 HR practitioners across Canada and the US were surveyed. Although general mental ability testing has previously been found to be highly valid and cost effective, this selection tool was among the least commonly used in all three countries. Personality tests were also rarely used (especially in Canada and the US) and research–practice gaps still appear to be an issue (e.g., HR practitioners’ preference for personality types as opposed to traits).

Is it disqualifying? Practitioner responses to criminal offenses in hiring decisions

Purpose The purpose of this paper is to explore variation in the responses of human resource practitioners and managers to criminal offenses. Design/methodology/approach This paper considers background checks as a personnel selection test. In the first study, 280 professionals with hiring experience indicate how various criminal offenses, described as having occurred either within the past year or several years ago, would affect their evaluation of an applicant for a call center position. In the second study, a separate sample of 109 practitioners evaluates criminal as well as non-criminal transgressions that might appear on a background report. Findings In Study 1, both the apparent seriousness of an offense and its recency influence modal responses. Even non-violent misdemeanors from several years ago, however, are judged as automatically disqualifying by some participants. Study 2 shows that a practitioner’s attitude toward criminal offenses is distinct from their attitude to related forms of stigma. Results from both studies find associations between demographic variables and general willingness to accept applicants with criminal records. Originality/value This work provides quantitative data on practitioner reactions to several specific criminal offenses for a specific job context. By considering differences among offenses and among gatekeepers, rather than among applicants, it identifies challenges to fair implementation of background checks during the hiring process.

Understanding subgroup differences with general mental ability tests in employment selection: Exploring socio‐cultural factors across inter‐generational groups

AbstractIn employment selection, general mental ability (GMA) tests predict training and job performance but also lead to subgroup differences which in turn can produce adverse impact against minority groups. Although researchers have explored genetic, developmental, and environmental explanations for ethnic group differences, few studies have explored socio‐cultural factors comparing immigrant and non‐immigrant job applicants. Given that many ethnic job applicants may also be immigrants, understanding these factors can provide insight into GMA test score differences. The purpose of this paper is to explore the impact of individual and socio‐cultural factors on GMA test scores with immigrant and non‐immigrant bus driver applicants. This is the first study of its kind to our knowledge that has attempted to disentangle the effects of socio‐cultural factors from race/ethnicity in the study of subgroup differences. Incorporating these variables between non‐visible minority and minority groups accounted for considerable variance in GMA test scores across groups. The implications of focusing on socio‐cultural variables to enhance our understanding of subgroup differences are discussed. Our results specifically suggest that practitioners attend to the issue of the intersecting grounds of potential discrimination when using GMA tests in personnel selection.

Culture and Testing Practices: Is the World Flat?

Much has been speculated regarding the influence of cultural norms on the acceptance and use of personnel selection testing. This study examined the cross-level direct effects of four societal cultural variables (performance orientation, future orientation, uncertainty avoidance and tightness-looseness) on selection practices of organizations in 23 countries. 1,153 HR professionals responded to a survey regarding testing practices in hiring contexts. Overall, little evidence of a connection between cultural practices and selection practices emerged. Implications of these findings for personnel selection and cross-cultural research as well as directions for future work in this area are described.

Mogućnost lažiranja rezultata na testu PIE-JRS u situaciji profesionalne selekcije

Istraživanje je sprovedeno sa ciljem da se odgovori na dva pitanja: da li je moguće namerno lažiranje skorova na testu Profil indeks emocija u smislu boljeg predstavljanja, i da li kandidati za posao zaista koriste tu mogućnost u situaciji profesionalne selekcije? Ukupan uzorak (N=539) je činilo dve grupe ispitanika: (1) ispitanici koji su popunjavali test PIE-JRS na dva načina (prvo iskreno, a potom sa instrukcijom da se predstave na što bolji način) i (2) realni kandidati za posao u procesu profesionalne selekcije. Sprovedene su dve odvojene analize kako bi se dao odgovor na dva istraživačka pitanja. Na osnovu prve sprovedene analize zabeležena je delimična podložnost lažiranju ovog testa - tri skale su demonstrirale otpornost na lažiranje, dok pet skala nije. Prilikom instruisanog lažiranja, ispitanici se najviše trude da se predstave kao poslušni i nekonfliktni kandidati (podizanjem skora na skali Inkorporacije i snižavanjem Agresije i Odbacivanja). Ovakav obrazac u odgovaranju je naročito uočljiv kod žena i pripadnika humanističkih struka. Na osnovu druge etape možemo zaključiti da kandidati na procesu selekcije zaista koriste mogućnost lažiranja odgovora - kada se porede ispitanici iz fiktivne i realne profesionalne selekcije, na pet skala testa PIE-JRS nema razlika, a na preostale tri realni kandidati postižu poželjnije rezultate.

Use of Situational Judgment Tests in Personnel Selection: Are the different methods for scoring the response options equivalent?

The different methods used to score the response options in situational judgment tests (SJTs) carried out as part of the personnel selection process were compared by creating different keys for a single SJT, and the potential benefits of an innovative method combining existing methods were examined. The results, based on a sample of 1,194 candidates, point to some interesting differences between scoring methods. First, the innovative method created the lowest mean, near 60%. Second, the single‐best‐answer method produced the largest variance. The curve of the rank‐ordering method was the closest to a normal distribution. Finally, evidence suggests that the best‐and‐worst‐answer method and the innovative method provide the best results regarding construct validity. In sum, although no clear conclusion could be drawn about which methods should be preferred to score SJTs, results indicate that the new method could prove to be very interesting.

An Empirical Analysis of Influences of Personality Traits on Job Performance for Frontline Staff in Public Transportation Industry: With Work Attitude Acting as a Moderator

Over the past century, researchers and practitioners adopted a variety of personality tests in personnel selection, expecting that personality tests could accurately select employees with high-quality and high-performance. In order to verify the validity of personality tests used in personnel selection, the research hotspots focused on the relationship between personality traits and job performance. Due to the lack of a unified universal model of personality traits, personality traits did not predict job performance significantly in previous studies. With general acceptance of Big Five Personality theory, Big Five Personality was widely used in personnel evaluation and personnel selection, which consequently promoted researches to explore therelationship between personality traits and job performance. Numerous studies demonstrated that personality traits under the theoretical framework of Big Five Personality could predict job performance, meanwhile researchers proposed that perhaps there might be some kind of moderator in the impacts of personality traits on job performance.By questionnaire, this research studied correlations between Big Five Personality and job performance under the influences of work attitude. In previous studies, self-report questionnaire was applied in the assessment of job performance more frequently. With a variety of objective job performance data of frontline production staff working as the criterion, this research probed into the impacts of personality traits on job performance, assuming that work attitude was the moderator.The results of surveying 1,277 frontline staff members in public transportation illustrate that personality traits are significantly related to job performance, with work attitude acting as a moderator in this relationship.Among frontline staff members in public transportation, conscientiousness is a good predictor of task performance, while extraversion predicts contextual performance well. As a consequence, priority should be given to the candidates with high conscientiousness and low extraversion. Candidates with high neurotic tendencies should be avoided. With high work attitude, personality traits have closer contacts with task performance, Conscientiousness and extraversion are good predictors of job performance; While with low work attitude, personality traits are more closely related to contextual performance, agreeableness and openness predict job performance well. The completion of work is emphasized in the high-attitude environment, while coordination of relations is more valued in the low-attitude environment. Work attitude as a moderator affects the requirements of job performance of personality traits.

Effects of pleasant visual stimulation on attention, working memory, and anxiety in college students.

emotional reactions can be induced by the presentation of visual stimuli with affective content. Emotional stimuli are processed and linked with cognitive functions, such as attention, memory, and anxiety, and have implications in the mental health field. Previous studies have reported that positive and negative emotions tend to change cognitive processes in individuals, ultimately resulting in better and worse performance, respectively. Many studies have emphasized the crucial role of affect in directing attention to relevant stimuli, enhancing learning and memory, facilitating decision making, selecting goals, and conflict resolution. The aim of the present study was to investigate the influence of pleasant visual stimuli on memory, focused attention, and anxiety and further understand the effects of emotional induction. The study investigated the effects of presenting a pleasant visual stimulus in a 1.5 min video to a sample of 145 college students on focused attention, working memory (Personnel Selection Testing, memory subtest), and anxiety (State-Trait Anxiety Inventory). Nonsignificant differences were observed in focused attention, working memory, and anxiety state. Statistically significant differences were found in trait anxiety and the comparison between men and women with regard to memory and anxiety. The positive stimulus was not sufficient to alter cognition or emotion in our research participants. Emotion was found to not be the only factor that influences memory, and other factors appear to be important, such as prior knowledge and cognitive, social, and physiological factors, including personal history, the environment, and culture. Keywords: stimulus, emotion, cognition, neuropsychology.

The detection and influence of problematic item content in ability tests: An examination of sensitivity review practices for personnel selection test development

In organizational and educational practices, sensitivity reviews are commonly advocated techniques for reducing test bias and enhancing fairness. In the present paper, results from two studies are reported which investigate how effective individuals are at detecting problematic test content and the influence such content has on important testing outcomes. In Study 1, signal detection analyses are used to examine the role of individual differences in the identification of insensitive test items, while Study 2 investigates the extent to which insensitivity differentially influences item performance and reactions. Results revealed small but significant differences in the overall accuracy and response tendencies of student test reviewers on the basis of demographics and key individual differences variables. Contrary to predictions however, problematic items did not exhibit differential item functioning across sex nor did their presence engender negative test taker reactions. Implications and suggestions for future research and sensitivity review practices are discussed.

Reviewing, Categorizing, and Analyzing the Literature on Black–White Mean Differences for Predictors of Job Performance: Verifying Some perceptions and Updating/Correcting Others

In both theoretical and applied literatures, there is confusion regarding accurate values for expected Black–White subgroup differences in personnel selection test scores. Much confusion arises because empirical estimates of standardized subgroup differences (d) are subject to many of the same biasing factors associated with validity coefficients (i.e., d is functionally related to a point‐biserial r). To address such issues, we review/cumulate, categorize, and analyze a systematic set of many predictor‐specific meta‐analyses in the literature. We focus on confounds due to general use of concurrent, versus applicant, samples in the literature on Black–White d. We also focus on potential confusion due to different constructs being assessed within the same selection test method, as well as the influence of those constructs on d. It is shown that many types of predictors (such as biodata inventories or assessment centers) can have magnitudes of d that are much larger than previously thought. Indeed, some predictors (such as work samples) can have ds similar to that associated with paper‐and‐pencil tests of cognitive ability. We present more realistic values of d for both researcher and practitioner use. Implications for practice and future research are noted.

Het nut van de item respons theorie bij de constructie en evaluatie van niet-cognitieve instrumenten voor selectie en assessment binnen organisaties

The usefulness of item response theory for the construction and evaluation of noncognitive tests in personnel selection and assessment The usefulness of item response theory for the construction and evaluation of noncognitive tests in personnel selection and assessment In this article we discuss the use of IRT for the development and application of noncognitive measures in personnel selection and career development. We introduce the basic principles of IRT and we discuss the usefulness of IRT to evaluate the quality of items and tests to assess the measurement precision of a candidate’s trait level, and to investigate item and test bias. Furthermore, we describe several applications of IRT, including computerized adaptive testing and the development of item banks in an automated testing system. Finally, a list of software programs is provided to stimulate the use of IRT models.

Effects of Targeted Self-Coaching on Applicant Distortion of Personality Measures

The present study evaluated the impact of reading self-coaching book excerpts on success at faking a personality test. Participants (N = 207) completed an initial honest personality assessment and a subsequent assessment with faking instructions under one of the following self-coaching conditions: no coaching, chapters from a commercial book on how to fake preemployment personality scales, and personality coaching plus a chapter on avoiding lie-detection scales. Results showed that those receiving coaching materials had greater success in raising their personality scores, primarily on the traits that had been targeted in the chapters. In addition, those who read the chapter on avoiding lie-detection scales scored significantly lower on a popular impression management scale while simultaneously increasing their personality scores. Implications for the use of personality tests in personnel selection are discussed.

Use of Integrity Tests May Reduce Workers’ Compensation Losses

The purpose of this study was to examine whether the use of integrity tests in personnel selection would reduce the cost of worker’s compensation claims in organizations representing four different industries. Four large samples representing different industries (total n = 33418) allowed a comparison of employees (total n = 10929) hired once the organization implemented an integrity test as part of the selection system with employees for whom the integrity test was not used (total n = 22489). Test scores of employees making workers compensation claims were compared with those not making claims. In addition, cost of claims was compared across groups. In all four industries a higher proportion of the unscreened group of employees made worker’s compensation claims than in the screened group and the dollar value per claim was higher in the unscreened group. Introducing integrity testing into the selection process can result in fewer worker’s compensation claims. Such claims as are made by members of the screened group are for less money than claims by unscreened group members. Using a research approach that goes beyond traditional validation methods, this study showed that integrity testing can result in substantial savings across multiple industries.

Updating the trainability tests literature on Black–White subgroup differences and reconsidering criterion-related validity.

A number of applied psychologists have suggested that trainability test Black–White ethnic group differences are low or relatively low (e.g., Siegel & Bergman, 1975), though data are scarce. Likewise, there are relatively few estimates of criterion-related validity for trainability tests predicting job performance (cf. Robertson & Downs, 1989). We review and clarify the existing (and limited) literature on Black–White group differences on trainability tests, provide new trainability test data from a recent video-based trainability exam, and present archival data about how trainability test scores relate to cognitive ability, Black–White differences, and job performance. Consistent with hypotheses, our results suggest large correlations of trainability tests with cognitive ability (e.g., .80) and larger standardized ethnic group differences than previously thought (ds of 0.86, 1.10, and 1.21 for 3 samples). Results also suggest that trainability tests have higher validity than previously thought. Overall, our analysis provides a substantial amount of data to update our understanding of the use of trainability tests in personnel selection.

The Developing of Faking Detection Scale in Application Situation

Using personality tests in personnel selection becomes increasingly popular in industries in China. However, the validity of personality tests is challenged due to the possibility of getting faking answers (Morgeson et al, 2007). Methods dealing with faking in personality tests are available. The most commonly used one is to detect faking by using social desirability (SD) scale, and then calibrate the results to remove the faking effect. However, authors of this study argue that faking is conceptually different from socially desirable responding (SDR), and using SD Scale to measure faking effect is inappropriate. The reasons include: (1) although both faking and SDR are the tendency to exaggerate, the former is influenced by job desirability, while the later is influenced by social desirability. (2) SD Scale can not measure Impression Management and Self-Deception independently and has poor construct validity (Paulhus, 2002). This research developed a "Faking Detection Scale for General Positions" in seven steps based on the procedures used to develop the SD scale and the special tributes of faking. First, behavior descriptions which are strong job-desirable and extremely infrequent or high frequency were collected and rewritten into 114 items. Second, trained raters rated the desirability and occur-probability of these items and selected 50 items for the draft scale. Third, an experimental study was conducted with 679 subjects to further select items. Subjects were paid for 20 RMB if they successfully faked in simulated selection situations. As a result, 20 items which sufficiently measure faking and are not contaminated by Self-Deception remained in the scale. Forth, principal component analysis was used to examine the construct validity of this scale. Results showed the first factor explained 55% of the total variance. Fifth, multivariate generalization theory was used to study the optimal number of items included in the scale. The results showed that when 10 items remained in the Faking Detection Scale, the scale has good reliability, with G=0.823 and φ=0.818. Sixth, the scale’s validity was further examined using logistic regression. The CoxSnell R Square and Nagelkerke R Square were .386 and .468, repectively. These results showed that the scale was valid and can effectively detect faking candidates. However, there is a dilemma when setting the cut-off score, because it is impossible to decrease the false judgment and false selection rate at the same time. Results from this study showed that setting up higher cut-off score to detect serious faking candidates and exclude unqualified candidates using select-out mode can help organization make valid recruitment decisions and accomplish personnel selection goals. Finally, this scale’s validity was verified in real occupational selection situations with 234 subjects. Faking Detection Scale (effect size was 1.163) is far more sensitive than personality scale (the largest effect size was .767) and can more effectively measure faking effect. This scale has been validated and can effectively detect faking candidates in real occupational selection situations. By exploring the quality of items, it is found that most faking detection items described common behaviors in daily life and repeatedly emphasized in work-settings. Subjects showed a high consciously inflation on these items when they were faking; when faking did not happen, they would unconsciously exaggerate the reaction to a less extent because of Self-Deception. So the scale could sufficiently measure faking effect with less contaminative by Self-Deception. As a conclusion, this study differentiated faking from SDR and developed a scale to detect faking. This scale has 20 items which is very sensitive to faking. Its validity was verified in simulative and one real occupational selection situation. More studies are needed to further explore whether this scale can be applied to varied situations.

Situational judgment tests: An overview of current research

Situational judgment tests (SJTs) are popular personnel selection tests. To aid researchers, the paper summarizes the current knowledge and where knowledge gaps exist. To guide practice, the paper provides evidence-based recommendations. The paper begins with a brief history of SJTs, presents likely reasons for the resurgence of SJT research and practice, and summarizes the theoretical basis of SJTs. Then, the distinction between personnel selection methods and constructs is reviewed as it is particularly important in understanding SJTs. SJT research relevant to reliability and validity is summarized as is research relevant to the implementation of SJTs. The paper concludes with recommendations for practice and an agenda for future research.

Psychological Testing in Personnel Selection, Part III: The Resurgence of Personality Testing

This article is the third in a three-part series examining the development of selection testing. Part I focused on the historical development of personnel selection testing from the late 19th century to the present, with particular attention given to personality testing. Attention was given to the efforts of early industrial psychologists that shaped and defined the role of testing in the scientific selection of employees. Part II examined the development of methods and standards in employment testing, with particular emphasis on selection validity and utility. We also explored the issues of selection fairness and discrimination in selection as they relate to psychological testing. Part III explores the development and application of personality testing with a particular emphasis on the development of the Big Five personality model and the utility of adding personality testing to the menu of choices for personnel selection methods. The transient nature of models of personality is noted, and current paradigms and the utility and fairness of personality testing for modern organizations is discussed.

Psychological Testing in Personnel Selection, Part II: The Refinement of Methods and Standards in Employee Selection

This paper is the second of a three part series that examines the development of selection testing. Part I focused on the historical development of personnel selection testing from the late 19th century to the present, with particular attention given to personality testing. Attention was given to the efforts of early industrial psychologists that shaped and defined the role of testing in the scientific selection of employees. Part II examines the development of methods and standards in employment testing with particular emphasis on selection validity and utility. Issues of selection fairness and discrimination in selection are explored as they relate to psychological testing. Part III explores the development and application of personality testing. The transient nature of models of personality is noted and current paradigms and the utility and fairness of personality testing for modern organizations are discussed.

Psychological Testing in Personnel Selection, Part I: A Century of Psychological Testing

This article is the first in a three-part series that examines the development of selection testing. Part I focuses on the historical development of personnel selection testing from the late 19th century to the present, with particular attention given to personality testing. Attention is given to the efforts of early industrial psychologists that shaped and defined the role of testing in the scientific selection of employees. Part II examines the development of methods and standards in employment testing with particular emphasis on selection validity and utility. Issues of selection fairness and discrimination in selection are explored as they relate to psychological testing. Part III explores the development and application of personality testing. The transient nature of models of personality is noted, and current paradigms and the utility and fairness of personality testing for modern organizations are discussed.