Evaluating a Psychometric Test as an Aid to Selection
Nonfiction, Health & Well Being, Psychology, Occupational & Industrial Psychology, Business & Finance, Human Resources & Personnel Management
| Author: | Zuzana Robertson C.Psychol | ISBN: | 9781466133259 |
| Publisher: | Zuzana Robertson C.Psychol | Publication: | July 4, 2011 |
| Imprint: | Smashwords Edition | Language: | English |
| Author: | Zuzana Robertson C.Psychol |
| ISBN: | 9781466133259 |
| Publisher: | Zuzana Robertson C.Psychol |
| Publication: | July 4, 2011 |
| Imprint: | Smashwords Edition |
| Language: | English |
This book is aimed at HR Professionals, CIPD and occupational psychology students and those working in Resourcing / Recruitment function. It explains how a psychometric test can be evaluated as an aid to selection and illustrates this with a business scenario (based on a CIPD case study).
First testing is defined, its benefits and limitations evaluated and criteria explained that need to be considered when evaluating selection methods. Following this, it is recommended that a number of factors need to be considered including reliability, validity, candidate experience, candidate cheating and prevention, fairness and cost-effectiveness in order to fully consider the test’s feasibility. By calculating ROI (return on investment), it is possible to calculate the improvement that could be made using a new selection process over the old one (example is given). A concurrent validation study and details of its purpose, process, sample, information to be gathered and analysis with examples has been given.
This book is aimed at HR Professionals, CIPD and occupational psychology students and those working in Resourcing / Recruitment function. It explains how a psychometric test can be evaluated as an aid to selection and illustrates this with a business scenario (based on a CIPD case study).
First testing is defined, its benefits and limitations evaluated and criteria explained that need to be considered when evaluating selection methods. Following this, it is recommended that a number of factors need to be considered including reliability, validity, candidate experience, candidate cheating and prevention, fairness and cost-effectiveness in order to fully consider the test’s feasibility. By calculating ROI (return on investment), it is possible to calculate the improvement that could be made using a new selection process over the old one (example is given). A concurrent validation study and details of its purpose, process, sample, information to be gathered and analysis with examples has been given.
