Evaluating Assessment Instruments

See Chapter 11 from the textbook attached, the article by Baez (2013), the assigned chapters in the U.S. Department of Labor Employment and Training Administration (2006) guide, and view the video Psychometric testing and employment.?

Use the PSY640 Checklist for Evaluating Tests document attached to compare two assessment instruments used in industrial and organizational (I-O) psychology assessment? Based on the information in the text and assigned readings, select and evaluate two psychological tests used in industrial-organizational psychological assessment. Do not evaluate any of the tests evaluated in Applications in Personality Testing document attached?

In addition to chapter 11 from text attached, locate a minimum of two appropriate scholarly and/or peer-reviewed sources to aid in the analysis of the psychometric properties of the instruments based on published data. Provide the names of the two tests you evaluated, and attach your completed PSY640 Checklist for Evaluating Tests document.Please maintain the original format of the PSY640 Checklist for Evaluating Tests document attached and include the chapter 11 from the textbook and two additional scholarly and/or peer-reviewed sources in the references section?.

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Cornell University ILR School DigitalCommons@ILR

Cornell HR Review


Personality Tests in Employment Selection: Use With Caution H. Beau Baez Charlotte School of Law

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Personality Tests in Employment Selection: Use With Caution

Abstract [Excerpt] Many employers utilize personality tests in the employment selection process to identify people who have more than just the knowledge and skills necessary to be successful in their jobs.[1] If anecdotes are to be believed—Dilbert must be getting at something or the cartoon strip would not be so popular—the work place is full of people whose personalities are a mismatch for the positions they hold. Psychology has the ability to measure personality and emotional intelligence (“EQ”), which can provide employers with data to use in the selection process. “Personality refers to an individual’s unique constellation of consistent behavioral traits”[2] and “emotional intelligence consists of the ability to perceive and express emotion, assimilate emotion in thought, understand and reason with emotion, and regulate emotion.”[3] By using a scientific approach in hiring, employers can increase their number of successful employees.

Keywords HR Review, Human Resources, employment selection, personality tests

Disciplines Human Resources Management | Labor Relations

Comments Suggested Citation: Baez H. (2013, January 26). Personality tests in employment selection: Use with caution. Cornell HR Review. Retrieved [insert date] from Cornell University, ILR School site: http://digitalcommons.ilr.cornell.edu/chrr/ 59

This article is available at DigitalCommons@ILR: http://digitalcommons.ilr.cornell.edu/chrr/59













  • Cornell University ILR School
  • DigitalCommons@ILR
    • 1-26-2013
  • Personality Tests in Employment Selection: Use With Caution
    • H. Beau Baez
    • Personality Tests in Employment Selection: Use With Caution
      • Abstract
      • Keywords
      • Disciplines
      • Comments
  • www.cornellhrreview.org/…Personality-Testing.pdf