Work Samples

SA Journal of Industrial Psychology, 2006

Twigge, Theron, Steele and Meiring (2004) concluded that it is possible to develop a predictability index based on a concept originally proposed by Ghiselli (1956, 1960a, 1960b), which correlates with the real residuals derived from the regression of a criterion on one or more predictors. The addition of such a predictability index to the original regression model was found to produce a statistically significant increase in the correlation between the selection battery and the criterion. To be able to convincingly demonstrate the feasibility of enhancing selection utility through the use of predictability indices would, however, require the cross validation of the results obtained on a derivation sample on a holdout sample selected from the same population. The objective of this article consequently is to investigate the extent to which such a predictability index, developed on a validation sample, would successfully cross validate to a holdout sample. Encouragingly positive results...

The SAGE handbook of industrial, work and organizational psychology , 2018

Employee selection is a central function in Industrial, Work and Organizational psychology and constitutes a principal area in the study of work behavior. The goal is to use evidence-based approaches to identify the individuals who would best make up the workforce in an organization. This chapter provides an overview of non-test methods and techniques used in employee selection. Specifically, it focuses on background information typically obtained from application blanks, resume parsing, or inquiries into applicant backgrounds (e.g., reference or credit checks). The chapter also gives attention to applicant performance in interviews and simulations (both lower and higher fidelity). It notes the emerging research on the use of virtual reality as an additional mode of simulation. The chapter concludes with a discussion of authors' recommendations for how the field should move forward in terms of which and how selection techniques are used. Job applicants' backgrounds, other than education, training, and experience, can also be assessed for employee selection and decision making. Predictors here include biodata scales, application blanks, reference letters, background investigations, and even credit checks.

SA Journal of Industrial Psychology, 2005

The magnitudes of validity coefficients typically encountered in validation studies are disappointingly low. Validity coefficients typically fall below 0,50 and only very seldom reach values as high as 0,70. Numerous possibilities have been considered on how to affect an increase in the magnitude of the validity coefficient. A thought-provoking alternative to the usual multiple-regression based attempts may be found in the work of Ghiselli (1956, 1960a, 1960b). The objective of this article is to propose and evaluate a modification to the original Ghiselli procedure. Encouragingly positive results were obtained. Recommendations for future research are made. Opsomming Die grootte-orde van geldigheidskoëffisiënte wat tipies in validasiestudies gevind word is teleurstellend laag. Geldigheidskoëffisiënte neem as ’n reël waardes kleiner as 0,50 aan en bereik by wyse van hoë uitsondering waardes so hoog soos 0,70. Verskeie moontlikhede in terme waarvan ’n verhoging in die geldigheidskoëff...

DEStech Transactions on Social Science, Education and Human Science

A number of open competitions for employment positions utilises conventional methods, such as the analysis of written documents, interviews and references from former employers. When selecting new employees, it is possible to supplement conventional methods with the Test of colour semantic differential (TCSD), which can be used both for individuals and for groups. Careful preparation of written documents, practicing for interviews and securing good references are ways in which candidates can make a far better impression on others than is really the case. TCSD is capable of demasking this construed impression and reveal the true substance of the candidate's personality, and potentially even reveal their dangerous nature.

Personnel Psychology, 1990

A predictor battery of cognitive ability, perceptual-psychomotor ability, temperament/personality, interest, and job outcome preference measures was administered to enlisted soldiers in nine Army jobs. These measures were summarized in terms of 24 composite scores. The relationships between the predictor composite scores and five components of job performance were analyzed. Scores from the cognitive and perceptual-psychomotor ability tests provided the best prediction of job-specific and general task proficiency, while the temperament/personality composites were the best predictors of giving extra effort, supporting peers, and exhibiting personal discipline. Composite scores derived from the interest inventory were correlated more highly with task proficiency than with demonstrating effort and peer support. In particular, vocational interests were among the best predictors of task proficiency in combat jobs. The results suggest that the Army can improve the prediction of job performance by adding non-cognitive predictors to its present battery of predictor tests. The purpose of this paper is to report the covariation between the Project A predictor scores and the five criterion scores identified in the previous paper. This paper has five parts. The first part describes the formation of predictor composite scores from the individual test and scale scores. In the second part, the relationship between the predictor composite scores within each predictor domain and the five job performance factors described in Campbell, McHenry, and Wise (1990) are reported. Part three demonstrates how the new predictor tests increment the validity of the current Armed Services Vocational Aptitude Battery

Psychometrics assessments for personality are tools that organisations use to discover the personality of potential hire and make determinations as to whether they will fit into the organisation and the job. Despite the pedigree of psychometric assessments, such as the big five inventory assessment, questions are being asked about the reliability of the results. The reasons for the scepticism are reproducibility of results and social desirability bias. The implementation of machine learning technologies can improve the reliability of the results by learning from historical datasets to make more accurate predictions on how well a candidate based on personality will fit into an organisation. This paper explores the current implementation of psychometric tests and suggests integrating machine learning into the workflow. The author finally does a SWOT analysis of the potential implementation.

Evaluation of Journal of Australasia, 2001

Handbook of industrial, work and organizational psychology, 2001

Predictors Used for Personnel Selection: An Overview of Constructs, Methods and Techniques Predictors used for personnel selection: An overview of constructs, methods and techniques We review and summarize the literature on personnel selection as well as provide an overview of global trends in practice. The first section of our review covers different predictors (constructs and methods) that have been used in and studied in personnel selection contexts. Cognitive ability tests, psychomotor and perceptual ability tests, personality inventories, assessment centers, biodata, interviews and so forth are reviewed. In reviewing each, we cover: (1) prevalence of use, (2) measurement and construct validity issues, (3) criterion-related validity, (4) issues of incremental validity, and (5) group differences. In the second section of this chapter, we include a brief discussion of some issues in designing and administering selection systems. Personnel selection is one of the central topics in the study of work behavior (Guion, 1998), and aims to identify the individuals who will constitute the workforce in an organization. 'People make the place' (Schneider, 1987) and selecting the right people for the right jobs constitutes a source of competitive advantage for organizations. Matching individual abilities and needs to organizational rewards and demands has been a concern for human resource development experts. The financial health of an organization is predicated on the optimal selection and placement of employees (Hunter, Schmidt & Judiesch, 1990). In this chapter we review and summarize the literature on personnel selection as well as provide an overview of global trends in the practice of personnel selection. The organization of the chapter is as follows. There are two main sections. The first section reviews the different predictors that have been used and studied in personnel selection contexts. Cognitive ability tests, psychomotor and perceptual ability tests, personality tests, assessment centers, biodata, interviews and so on are reviewed. A separate subsection is devoted to each predictor. In reviewing each predictor, we organize the available literature into five main areas covering the following topics: (1) prevalence of use, (2) measurement and construct validity issues, (3) criterion-related validity, (4) issues of incremental validity, and (5) group differences. The existing literature for some predictors is sparse and in some instances this results in very short subsections (e.g., group differences in assessment centers). For these, we merely note the lack of empirical evidence and conclude with calls for more research.

1988

The use of ability testing for job selection has become widespread in the Federal Government and in the U.S. Employment Service, which assists private sec or employers. The justification for the practice is based largs.y on research findings claiming a high level of validity for such tests in predicting job performance. More recently, such claims have been translated into the dollar increases in productivity that would result if optimal testing strategies were used for selecting employees for jobs. However, a careful review of the claims indicates that they are not supported by research evidence. The utility of any selection procedure depends on (1) its ability to predict worker performance better than alternatives; (2) the selection ratio of employer openings to applicants; and (3) the economic value of the better employee selection relative to the costs of the selection. On the first point, the evidence that general ability tests are superior to other selection criteria in predicting the various indicators of worker performance is not convincing. Furthermore, much of the research on ability testing for job selection ignores the second point, and much contains many unsubstantiated conclusions and overstatements with regard to the third point.