The rank-ordering of test results, the use of cut-off
scores, or some combination of the two is commonly used to assess
the test scores and make employment-related decisions about them.
There are essentially three approaches that can be taken.
Rank Ordering
Firstly the organization could simply select the top scorers. This
would seem to be the most obvious approach, but is does have a
major drawback, at least where ‘ordinary’ jobs are concerned. In
times of high unemployment the job is likely to attract some
candidates who are too ‘high-powered’ and who will probably get
bored quickly and more on as soon as they can. Alternatively, if
unemployment is very low then all of the candidates may have poor
scores and may not be up to the job. Neither of these represents a
successful outcome for the organization.
Cut-off Score
The second option is to shortlist candidates who achieve more than
a minimum acceptable score. This is more flexible than the above
approach as it ensures that candidates who are not up to the job
are excluded whilst giving the interviewer or decision maker the
option to exclude candidates they feel are too high powered.
Profiling
The third option is to use a minimum acceptable score in
conjunction with profiling.
This approach first excludes unsuitable candidates on the basis of
minimum score and then takes into account the relative strengths
of each suitable candidate in all of the areas in which they have
been tested. This is then used to produce a profile map which can
be compared to the ‘ideal’ profile for the job. This profile will
be based on a job specification compiled by an occupational
psychologist, or qualified personnel professional.
This job specification will encompass the following areas:.
-
Knowledge – is specific
knowledge needed. For example; medical, legal, financial,
engineering, etc. This will often be decided on the basis
of recognized qualifications but will be influenced by
previous job experience.
-
Skills – are specific skills
needed. For example, typing 150 words per minute, ability
to operate CNC machine, etc. This will often be decided on
the basis of recognized qualifications but will be
influenced by previous job experience.
-
Abilities – are underlying
abilities needed. For example, numerical ability, artistic
ability, problem solving ability. These may be decided on
the basis of aptitude or ability tests.
-
Experience – is specific
experience necessary. For example, managing a construction
project.
Personal Qualities – are
particular qualities required. For example, interpersonal
skills or leadership skills. |
Everything you need to pass
psychometric tests
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