Issues to be aware of
If you decide to use one or more tests as part of your selection process, there are some issues you need to be aware of.
The test must be directly relevant to the position, or else it may:
- be a waste of money and time-tests can be very costly and need accredited personnel to conduct them
- breach EEO legislation-eg if you test for a certain level of literacy and it is found that this isn’t essential to perform the job, you are discriminating against those who don’t have that level of literacy
- ‘look bad’-we have already stressed that there is risk of bad publicity for the organisation if every stage of the recruitment process is not handled professionally and legally; this is another part of the process that is open to that risk.
A psychologist or an accredited person should usually carry out the testing. Details of the qualifications required are available from the test supplier
The test must be both valid and reliable.
Validity means that the test shows what it is supposed to show. That is, if someone scores highly on a test for leadership skills, they should prove to be a good leader if the test is valid.
Reliability means that someone should come out with a similar rating if they take the test on several different occasions. This is measured by ‘split half -having many people take the test and splitting it in half to ensure they get the same results with each half; or ‘test-retest’-having many people take the test more than once and then comparing results.
Information on the validity and reliability of a test should be available from the test supplier or the person accredited to carry out the test.
These issues mean that it is often not possible to only use one test, or one group of tests, for all positions.
A WORD TO THE WISE; Do not be over dependent on selection testing. The results a candidate achieves today may not be the results they achieve tomorrow!
Tests should just be one part of the puzzle you are putting together to decide on who the best applicant is. They cannot stand alone to tell you who to choose. They must be used in conjunction with interviewing, reference checking and other techniques.