Evaluating a Psychometric Test as an Aid to Selection

Nonfiction, Health & Well Being, Psychology, Occupational & Industrial Psychology, Business & Finance, Human Resources & Personnel Management
Cover of the book Evaluating a Psychometric Test as an Aid to Selection by Zuzana Robertson C.Psychol, Zuzana Robertson C.Psychol
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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.

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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.

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