Meta-analyses have revealed that the most valid predictors of job performance are ability measures (cognitive or intelligence tests) and personality assessments, particularly the “Big 5” personality traits. Structured job interviews follow these. Together, ability tests and measures of conscientiousness or integrity provide an adjusted. The Validity of 0.65 (Ones, Viswesveran, & Schmidt, 1993; Ones & Viswesveran, 1998). The combination of these measures also helps reduce the impact of issues such as cultural differences in performance on ability tests and measurement error (Bartram, 2004).
Research shows that organisations increasingly use 360-degree feedback systems for post-hire testing. Globalisation and the faster pace of change have driven the development of these systems to provide flexible measures of organisational performance.They assess a range of competencies rather than specific job skills (Bartram, 2004).
Current issues with aptitude testing are being explored by researchers.
- Dangers associated with the use and interpretation of tests by untrained people
- The need to base assessment on theoretical models
- The need for more cross-cultural research and research in countries other than the United States.
Comprehensive Assessment Solutions for Recruitment and Employee Development
RightPeople can help! We have a range of cognitive ability measures and use a personality assessment based on the “Big 5” model of personality. We also have a 360 degree feedback system that you can use with existing employees. All our measures have been developed based on well-researched and up-to-date theories and are interpreted by trained psychologists. Who will provide you with an interpretative report to assist with hiring decisions, training programs or change management?
Guidance can be provided on which interview questions to ask based on assessment results. Several packages are made available, tailored to specific industries and candidate experience levels, or a custom package can be designed for your organisation.
We are conducting ongoing research in Australia and the Asia-Pacific to better understand the unique features and needs of these economies. This research ensures that our tools remain valid and applicable to local cultures and helps us develop new measures for future use.
Contact us to find out more.
References
Bartram, D. (2004). Assessment in organisations. Applied Psychology: An International Review, 53(2), 237-259.
Ones, D.S., & Viswesveran, C. (1998). Gender, age and race differences in overt integrity tests: Results across four large-scale job applicant data sets. Journal of Applied Psychology, 83, 35–42.
Ones, D.S., Viswesveran, C., & Schmidt, F.L. (1993). Comprehensive meta-analysis of integrity test validities: Findings and implications for personnel selection and theories of job performance. Journal of Applied Psychology, 78, 679–703.
