MODULE 6:

REFERENCE AND
TESTING

References:
Aamodt, Micheal G (2016).
Industrial/Organizational Psychology: An Applied Approach,
8th ed. 2016. USA: Cengage Learning, Limited.
Mondy, R. Wayne and Joseph J. Martocchio (2016).
Human Resource Management, 14th ed. 2016. England:
Pearson Education, Limited.
Images: CANVA free photos

Jaika Almira R. Agena

Instructor
MODULE INTRODUCTION

This module is intended for the introduction of Reference and

Testing. The purpose of this module is to familiarize students with
the importance of conducting selection tests and referencing as a
part of employee selection. In this module, students will learn about
the advantages and disadvantages of conducting selection tests,
property of tests, validation approaches and test types. Students will
also learn about reference checks and negligence in hiring.

OBJECTIVES 6-1. Describe the use of tests in the

selection process.

6-2. Explain pre-employment

screening and background checks.
MODULE

CONTENT
6-1. Describe the use of tests in the selection
process.

Previously, we have learned that resume screening and interviews are

some of the most commonly used ways of screening applicants.
However, these are not the only way. Here, we will discuss other ways
to select employees. Tests are essential in employee selection. There
are many considerations such as the advantages and disadvantages,
property of tests, validation approaches and test type.

Preliminary Considerations
Because there are many shortcomings on other selection tools, tests
have been added by many organizations. These tests are supposed to
rate factors such as aptitude, personality, abilities, and motivation of
potential employees. However tests alone are not enough to make
sufficient evaluation of a candidate because they are not fool proof.

Advantages and Disadvantages of Selection Tests

Advantages:
1. Organizations use tests to identify attitudes and job-related skills
that interviews cannot recognize.
2. Employment testing is small.
3. Selection tests may accurately predict an applicant’s ability to
perform the job, the “can do.”

Disadvantages:
1. Selection tests are less successful in indicating the extent to which
the individual will be motivated to perform it, the “will do.”
2. Tests might be unintentionally discriminatory.
3. Test anxiety can also be a problem.
MODULE
CHARACTERISTICS OF PROPERLY
DESIGNED SELECTION TESTS

Standardization. Uniformity of the procedures

and conditions related to administering tests. It
is necessary for all applicants to take the tests
under conditions that are as identical as
possible.

Objectivity. Condition that is achieved when

everyone scoring a given test obtains the same
result. The chosen answer of the applicant is either
correct or not.

Norm. Frame or reference for comparing an

applicant's performance with that of others. It
reflects the distribution of many scores obtained by
people similar to the applicant being tested.

Reliability. Extent to which a selection test provides

consistent results. For example, taking a
personality test several times and getting
consistent scores, this means that the test can be
judged as reliable.

Validity. Extent to which a test measures what it

claims to measure.
MODULE
TEST VALIDATION APPROACHES

Criterion-related validity. Test validation

method that compares the score on selection
tests to some aspect of job performance
determined.
Concurrent validity
Predictive validity

Content validity. Test validation method whereby

a person performs certain tasks that are actually
required by the job or completes a paper-and-
pencil test that measures relevant job knowledge
(ex. word-processing test to a person who will do a
word processing job)

Construct validity. test validation method that

determines whether a test measures certain
constructs, or traits, that job analysis finds to be
important in performing a job.
MODULE
EMPLOYMENT TESTS

Individuals differ in characteristics related to job performance.

Generally speaking, tests can be categorized into two: aptitude tests
and achievements tests.
1. Aptitude test. A test of how well a person can learn or acquire
skills or abilities
2. Achievement test. A test of current knowledge and skills.

Cognitive ability test. These are tests that determine general reasoning
ability, memory, vocabulary, verbal fluency and numerical ability. This
measure the capability of an individual to learn at higher levels of
difficulty.

Psychomotor abilities test. These are tests that refer to the capacity to
connect brain or cognitive functions and functions of the body such as
physical strength.

Personality. Individual differences in the characteristic patterns of

thinking, feeling and behaving. Personality tests are self-reported
measures of traits, temperaments, or dispositions.

Job-knowledge tests. Tests designed to measure a candidate's knowledge

of the duties of the job for which he or she is applying.

Job performance and work samples. Tests that require an applicant to

perform a task or set of tasks representative of the job are work sample
tests. An assessment center is a selection approach that requires
applicants to perform tasks similar to those that they will encounter on the
job.
MODULE
UNIQUE FORMS OF
TESTING
Genetic Testing. Tests given to identify
predisposition to inherited diseases, including cancer,
heart disease, neurological disorders, and congenital
diseases. However, it is important to take note that
the results cannot tell for certain if the person will
actually get the disease or become ill.

Graphoanalysis (Handwriting Analysis). Use of

handwriting analysis as a selection factor. There is,
however, little research to show effectiveness of
analysing handwriting in selecting employees.

Polygraph tests. One purpose of the polygraph or

the lie-detector test was to confirm or refute the
information contained in a candidate's application. In
the United States, there is limited use of these tests
because of legal restrictions.
MODULE

REFERENCES
6-2. Explain pre-employment screening and
background checks.

PRE-EMPLOYMENT SCREENING AND BACKGROUND CHECKS

The history of pre-employment background checks in the United States

can be dated before the 9/11 attack, but it was only after the terrorist
attack this step in the selection process became a necessity. After an
interview and selection tests, candidates may appear qualified.
Background checks help determine the accuracy of such information
submitted or determined from the applicant.

Background investigations include obtaining data from multiple sources,

including previous employers, business associates, credit bureaus,
government agencies, and academic institutions. It is important to note
that the intensity of such background investigations depends on the nature
of the open position's tasks and its relationships to customers or clients.

In the Philippines, you may encounter that in writing resumés or CV will

require writing names and numbers of people that organizations may refer
to when doing background checks. These checks are also being done to
identify if an applicant has committed resume frauds - or lying on their
resumes about the experience and education they actually have.

Continuous background investigation. Some employers are screening

employees on an ongoing basis, especially in the banking or health care
industry. This is to ensure continuous workplace safety.

Background Investigation with Social Networking. Employers reported

that they have found content on social networking sites that caused them
not to hire the candidate. Content such as provocative or inapporpriate
photos, use of alcohol or drugs, bad-mouthing previous employers may
cause an applicant a job.
MODULE

CONTENT
Reference checks. These are validations from
individuals who know the applicant that provide
additional insight into the information furnished
by the applicant and verification of its
accuracy.

Reference. The expression of an opinion, either

orally or through a written checklist, regarding
an applicant's ability, previous performance,
work habits, character, or potential for future
success.

Letter of recommendation. It is a letter

expressing an opinion regarding an applicant's
ability, previous performance, work habits,
character, or potential for future success.

Negligent hiring. Liability a company incurs

when it fails to conduct a reasonable
investigation of an applicant's background, and
then assigns a potentially dangerous person a
position in which he or she can inflict harm.
MODULE

CONTENT
References:
Aamodt, Micheal G (2016).
Industrial/Organizational Psychology: An Applied Approach, 8th
ed. 2016. USA: Cengage Learning, Limited.

Mondy, R. Wayne and Joseph J. Martocchio (2016). Human

Resource Management, 14th ed. 2016. England: Pearson
Education, Limited.
Images: CANVA free photos

END OF MODULE TEST

At the end of the module, students are expected to engage in discussion
answering the following questions:
1. What are other advantages and disadvantages of doing selection
tests?
2. Why is it important to conduct pre-employment screening
background checks?
3. Discuss one example of negligent hiring.