49639
| Question | Answer |
| Work Samples - general comments | To test hands-on performance, simulating the actual workplace. Generally have high validity 0.37 - 0.54, and fairer to minorities, and women, though some small differences across racial types. Question of lack of bandwidth in the tests, & specifically regards satisfying degree of context (fidelity), and content (specificity) |
| Work Samples - Testing Current (existing) skills 1 Job-knowledge tests | Increasingly being used, particularly for the professions. Increasingly being computer-delivered, with several advantages - Allowing more frequent test sessions; more cost-effective, allowing large data-bank (item) creation, IRT single item analysis rather than entire tests, cheating reduction; Initial set-up costs are high, development usually professionally undertaken, not in-house. |
| Work Samples - Testing Current (existing) skills 2 Hands-on Performance Assessment | Manual dexterity Tests. Used for typically high dexterity occupations, e.g. telephone switchboard operators |
| Work Samples - Testing Current (existing) skills 3 Situational Judgement Tests | Testing via hypothetical situations, multiple-choice answers. Very low minority discrimination - race/culture or gender; Particularly good for assessing leadership and team skills; Improved fidelity via increasing use of video and computer-based testing; Strong correlations with particularly cognitive testing, but also with personality dimensions |
| Work Samples - Predicting future potential - Trainability Tests | Trainability tests focus on future trainability, particularly useful where candidate has no prior experience. Meta-analysis undertaken by Robertson & Downs (1989) found 0.48 validity between such tests and actual performance. |
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