Psychological testing for selection purposes: a guide to evidence-based practice for human resource professionals

Carless, Sally A.

doi:10.1080/09585190903363821

Cited by 16 publications

(18 citation statements)

References 91 publications

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“…The use of psychological testing for selection purposes has been debated, particularly the predictive value of ability and personality tests (Arthur, Woehr, and Graziano, ; Carless, ). Findings show that conscientiousness and general mental ability are valid predictors of job performance (Salgado et al, ; Barros et al, ), while personality testing based on projective methods is not supported by evidence (Pereira, Primi, and Cobêro, ).…”

Section: Testing Candidatesmentioning

confidence: 99%

Who Will Get the Job? Hiring Practices and Inequalities in the Chilean Labour Market

Undurraga

2019

Bull Latin American Res

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This article explores the ways in which recruitment and hiring practices can promote and sustain social inequality in a highly neoliberal country: Chile. The article analyses six steps in the selection process. It provides evidence of discriminatory practices in the job market by analysing employers' and recruiters' practices, hiring methods, and the experiences of professionals applying for a job. The research is based on 43 interviews with managers, human resources consultants, and candidates. It uses intersectional analysis to unpack dynamics of inequality in the selection processes in Chile. The findings demonstrate high levels of explicit and severe discrimination in the labour market. 575Rosario Undurraga men tend to be overrated and women underrated (Valian, 1998). In work settings, women usually avoid asking for recognition of the good work they do, and ask less for promotions and career upgrades than their male peers. There are societal factors that hold women back from asking for what they want. The gender gap in asking has cumulative effects on men's and women's salaries; women confront large financial losses by not negotiating their salaries Laschever, 2003, 2007). Gender stereotypes also influences evaluations in work settings (Heilman, 2012;Caleo, 2018). Gender discrimination in the workplace and gender bias at work still prevail (Bobbitt-Zeher, 2011; World Economic Forum, 2017;Verniers and Vala, 2018). To what extent are hiring practices in Chile gender biased? How do the intersections gender, class, race/ethnicity, sexuality, and age interact in the selection processes? Do Chileans discriminate, and how is this manifested in the labour market?The article draws on two years of postdoctoral qualitative research exploring hiring practices by analysing employers' and recruiters' practices to select the best candidate, hiring methods, and the experiences of professionals applying for a job. The article analyses six steps in the selection process. It gives examples of the multidimensionality of inequality in personnel selection across these six steps, namely, developing the person specification, screening resumes, testing candidates, interviewing, making a decision, and completing the selection process. The research uses intersectional analysis, showing the extent to which the interplay of gender, class, race/ethnicity, and sexuality produces difference and privilege in the hiring process and its results. It provides evidence of discriminatory practices in the job market in Chile.

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Section: Testing Candidatesmentioning

confidence: 99%

Who Will Get the Job? Hiring Practices and Inequalities in the Chilean Labour Market

Undurraga

2019

Bull Latin American Res

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“…It could be argued, however, that structured interviews would be preferred to unstructured interviews if employers had a better appreciation of their superior predictive validity (Carless, ; Rynes, ; Rynes, Colbert, & O’Boyle, ; Terpstra & Rozell, ). König, Klehe, Berchtold, and Kleinmann () commented: “choosing personnel selection procedures could be so simple: grab your copy of Schmidt and Hunter () and read their Table (again)” (p. 17).…”

Section: Introductionmentioning

confidence: 99%

Communicating the validity of structured job interviews with graphical visual aids

Zhang

Highhouse

Brooks

et al. 2018

Int J Selection Assessment

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The structured job interview is often resisted by human resource (HR) professionals despite its superior predictive validity compared to the traditional unstructured interview. However, HR professionals may underestimate the utility of structured interviews because of how validity information is presented. Three online experiments with MTurk samples were conducted to examine the effect of statistical visual aids (Binomial effect size display; expectancy chart; icon array) on people's perceived usefulness of validity information and intentions toward using the structured interview. Results showed that graphical visual aids (expectancy chart and icon array) were perceived as more useful for communicating validity evidence than a nongraphical effect size display. People also judged the structured interview as more useful and were more willing to use it when validity evidence was presented graphically. Individual differences in graph literacy and nationality were also examined.

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“…The position description in turn determines the selection criteria and selection decisions. Some of the attributes required of an athlete, such as attitude, leadership, and mental toughness, cannot always easily be objectively measured, although the use of validated psychometric scales go a long way to providing the desired "objectivity" (see Carless, 2009), inclusion of these attributes in an athlete profile makes the athlete aware that they are sought.…”

Section: Introductionmentioning

confidence: 99%

You’re in; you’re out: selection practices of coaches

Bradbury

Forsyth

2012

Sport, Business and Management: An International Journal

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Purpose -The purpose of this paper is to investigate athlete selection procedures implemented by 25 provincial and national level coaches in New Zealand. One of the main focuses of the study was the degree to which workplace human resource management (HRM) selection practices were utilised, or could have been beneficial, for athlete selection. As many selection controversies have been caused by unclear or unspecified selection procedures, the study focused on discovering what processes coaches utilised when selecting athletes and, importantly, to what degree these processes were communicated to athletes. Design/methodology/approach -The data were collected via semi-structured interviews and interpreted using thematic analysis which enabled the extraction of the major recurring themes. Findings -Although the majority of coaches supported the use of HRM selection processes, only six reported implementing HRM type practices. Overall, the study found that coaches on the whole did not fully utilise HRM selection practices. Furthermore, although there tended to be some degree of communication of these processes to athletes, this was not always done in a clear and precise way. Research limitations/implications -Core HRM practices, procedures, and terminology are seemingly rarely utilised in the athlete selection processes of amateur team sport. It is argued that future research should focus on determining how best to implement workplace HRM selection processes for team athlete selection. Originality/value -Somewhat surprisingly, very little past research has investigated current athlete selection processes in relation to workplace HRM selection practices. The present research increases the understanding of current team athlete selection and provides discussion of the results in relation to HRM selection best practice.

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Psychological testing for selection purposes: a guide to evidence-based practice for human resource professionals

Abstract: To cite this article: Sally A. Carless (2009) Psychological testing for selection purposes: a guide to evidence-based practice for human resource professionals,

Cited by 16 publications

References 91 publications

Who Will Get the Job? Hiring Practices and Inequalities in the Chilean Labour Market

Who Will Get the Job? Hiring Practices and Inequalities in the Chilean Labour Market

Communicating the validity of structured job interviews with graphical visual aids

You’re in; you’re out: selection practices of coaches

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