In this article, we seek to summarize current practice concerning situational judgment tests in personnel selection. We begin by describing the manner in which situational judgment tests are developed and examining the diverse ways in which situational items are presented and scored. We then offer speculation concerning constructs assessed by situational judgment tests as well as discuss the le...

In organizational and educational practices, sensitivity reviews are commonly advocated techniques for reducing test bias and enhancing fairness. In the present paper, results from two studies are reported which investigate how effective individuals are at detecting problematic test content and the influence such content has on important testing outcomes. In Study 1, signal detection analyses a...

Introduction In our county, we have approx 25000 ambulance missions annually, including 7200 acute emergencies. Due to organisational changes in the whole country, the Ambulance Personnel (AP) are almost always first on the scene, and usually have to act alone. It is therefore imperative that we follow them up closely, providing support and continuous education. Herein we describe our latest qu...

Global challenge and the speedy growth of information technologies compel organizations to constantly change their ways. At the present time, associations need IT personnel who create a difference by creative thoughts and who preserve with the rapid amendments. Since the evaluation of IT personnel selection (ITPS) consists of different alternatives and criteria, therefore, IT personnel selectio...

This article is the third in a three-part series examining the development of selection testing. Part I focused on the historical development of personnel selection testing from the iate 19th century to the present, with particular attention given to personality testing. Attention was given to the efforts of eariy industrial psychoiogists that shaped and defined the roie of testing in the scien...

This study proposed to address a new method that could select subsets more efficiently. In addition, the reasons why employers voluntarily turnover were also investigated in order to increase the classification accuracy and to help managers to prevent employers’ turnover. The mixed subset selection used in this study combined Taguchi method and Nearest Neighbor Classification Rules to select su...

Dissembling on the Hogan Personality Inventory during Sirrulated Personrel Selection John A. Johnson Pennsylvania State University, DuBois campus Abstract Seventy-eight subjects COI'lpleted the Hogan Personality Inventory under normal instructions and then as if applying for the following four positions: Truck Driver, Banb Disposal Technician, Psychiatric Counselor, and Manager. For each occupa...

The study of sex and ethnic group differences is an important issue in the evaluation of personnel measurement instruments. Several principles must be considered when addressing the measurement of group differences including whether the selection instruments measure the same factors for all groups (i.e., factorial invariance), group mean score differences, and differential validity. Federal gui...

The quandary posed by the conflicting goals of valid selection and a diverse workforce is one of the most perplexing problems facing the practice of personnel selection today. To help address the issue, the article presents a comprehensive method and a related computer program to estimate the expected adverse impact and the expected quality of the majority, the minority and the total selected w...

This paper summarizes the practical and theoretical implications of 100 years of research in personnel selection. On the basis of meta-analytic findings, this paper presents the validity of 31 procedures for predicting job performance and the validity of paired combinations of general mental ability (GMA) and the 29 other selection procedures. Similar analyses are presented for 16 predictors of...