In a 4-5 page assessment, suppose you are a human resources professional deciding which type of test or tests to employ when screening prospective employees in an organization. Compare and contrast alternatives and, ultimately, support your choice of a test to use.
Introduction
Because individual differences and behaviors influence job performance, industrial-organizational (I-O) psychologists make use of assessments and tests to learn more about individuals and provide an explanation for their behavior in the workplace. In this assessment, you will compare and evaluate tests used by I-O psychologists.
Read the Assessment 1 Context [PDF] document for information on the history of I-O psychology and its contributions to society.
Introduction
Since individual differences and behaviors influence job performance, I-O psychologists make use of assessments and tests to learn more about individuals and provide an explanation for their behavior in the workplace. In this assessment, you will compare and evaluate tests used by I-O psychologists.
Preparation
The following is a five-factor personality test from the The Big Five Project. This test is often cited as an effective indicator of employee performance and fit for organizations—it can provide insight into the types of questions that interest organizations. However, there are many other tests to explore.
The Big Five Project. (n.d.). The Big Five Project personality test. https://www.outofservice.com/bigfive/
Conduct research on the Internet and use the Capella library to learn more about the various tests and assessments I-O psychologists and organizations use to evaluate potential employees. Some types of tests and assessments to consider include:
Cognitive tests.
The Test of Everyday Reasoning.
Critical reasoning tests.
GMAT critical reasoning practice questions.
Physical ability tests.
Sensory ability tests.
Psychomotor ability tests.
Personality tests.
The 16 Personality Factor (16PF) test.
Dominance, Influence, Steadiness, Conscientiousness (DISC).
Emotional intelligence tests.
Multi-Dimensional Emotional Intelligence Quotient (MEIQ).
Emotional Quotient Inventory 2.0 (EQ-i 2.0).
Instructions
For this assessment:
Choose an organization you have worked for or volunteered at, or one that sells a favorite product of yours.
Search your chosen organization’s website or the Internet (or both) for career postings.
Identify a position that needs to be filled.
Address the following in your assessment:
Provide a brief descriiption of the organization you have chosen.
Identify the position that needs to be filled and summarize the job requirements.
Based on your research, compare the types of tests available for screening employees for this position.
How are they different?
What are their various applications?
Choose the test (such as one of those listed above) that is the most appropriate for your organization. Address the following:
Why is the test you chose more appropriate than other types of tests?
How will your chosen organization use the results? Be specific.
What are the drawbacks to this test? Are there concerns with reliability, validity, the population it is designed for, or other factors? You may use information from the Database Guide: Mental Measurements Yearbook (MMY) to provide evidence.
How much will you rely on this test for hiring? Give examples.
