Employee Selection

Beginning in the 1970s, two developments dramatically changed in employee selections. First, the development of meta-analysis, arguably one of the most influential methodological developments in recent decades, made it possible to cumulate quantitatively the results of large numbers of small-scale studies, resulting in a quasi-massive-scale study. Second, the results of large-scale studies of military personnel and others also became available. The results of both kinds of studies provided strong evidence of remarkably general validity for cognitive ability tests for selection across a broad range of jobs. Given this state of affairs, it is not surprising that some have argued for near universal use of cognitive ability tests as the primary selection tool. In addition to the positive results from meta-analytic and large-scale predictive-validity studies, cognitive ability tests are remarkably practical. After 85 years of research, cognitive ability tests are among the most reliable measures available to social scientists. Also, unlike selection tools such as checking references or evaluating prior performance, cognitive ability tests can be given to individuals who are new to the job market. Despite these strengths, others have argued that it is important to look beyond general cognitive ability if one is to understand why people achieve to the extent that they do on the job.
The most important issue in HR selection testing is determining a test 's validity. The actual definition of validity can vary depending on the circumstances, the specific tools used, and the application. For most selection purposes, however, a selection test is valid if the characteristic(s) it is measuring is related to the requirements and/or some important aspect test is valid, and a test is valid if there is a link between the test score and job performance. The degree to which an employment selection test has validity tells the testing entity what it can conclude or predict about

References: Barrett, G. V., Alexander, R. A., & Doverspike, D. (1992). The implications for personnel selection of apparent declines in predictive validity over time: A critique of Hulin, Henry, and Noon David I. George, Mike C. Smith (1990); Public Personnel Management, Vol. 19, Schmit, Mark J validity. B., Journal of Applied Psychology, 0021-9010, Vol. 80, Issue 5 Hunt, E Muchinsky, P.(2006). Psychology Applied to Work.(8th ed.).(pp. 99). California: Thomas Wadsworth Ones, D