Premium
Work Sample Testing
Author(s) -
Callinan Militza,
Robertson Ivan T.
Publication year - 2000
Publication title -
international journal of selection and assessment
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 0.812
H-Index - 61
eISSN - 1468-2389
pISSN - 0965-075X
DOI - 10.1111/1468-2389.00154
Subject(s) - psychology , sample (material) , personnel selection , work (physics) , applied psychology , selection (genetic algorithm) , task (project management) , cognition , fidelity , sample size determination , job analysis , social psychology , computer science , statistics , job satisfaction , artificial intelligence , management , engineering , mechanical engineering , telecommunications , chemistry , mathematics , chromatography , neuroscience , economics
The general evidence supporting the use of work sample tests (good criterion — related validity, positive applicant reaction and job preview capability) is reviewed, limitations are also noted. The extent to which work sample tests may be used to limit adverse impact in selection is reviewed and the extent to which work sample tests may be used to complement other selection instruments, in particular, cognitive ability tests, is discussed. Work sample tests are based on attempts to embody key tasks within the job in a selection instrument. Five distinctive (though not mutually exclusive) types of work sample tests are identified and validity evidence is reviewed. Key dimensions (bandwidth, fidelity, task specificity, necessary experience, type of tasks and mode of presentation and response) are identified and used to compare different types of work sample tests.