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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.
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