In the previous article, I introduced the concept of weighting exams that comprise the battery of instruments in a selection process. This article will explore that process more in depth. To begin with, some instruments lend themselves to being weighted and thus providing an impact on the final ranking of candidates and others do not. Determination of which instruments are appropriate for ranking and the weight given to those that are considered appropriate for that purpose should be established through the use of a comprehensive job analysis designed to support the content validity model for test development.

There are numerous published methodologies for conducting job analyses that are designed to comply with the Uniform Guidelines for Employee Selection Procedures (UGESP) even though they may differ in how they combine subject matter experts’ ratings on KSAP’s which ultimately determine the weight given to selection components. Typically, these systems will collect ratings on KSAP’s and then review them to determine which ones have received ratings that indicate that they are required at time of hire, are important for job success and are linked to performing important job tasks effectively. Often to make the system more manageable, the next step will involve grouping KSAP’s into domains, which is what is recommended by several job analyses procedures designed to conform with the requirements of the UGESP. (more…)

Medical doctors and psychologists rarely rely on the results of one clinical test when making diagnoses. Similarly, selection experts recommend using a battery of selection instruments when making employee selections. The people in these professions realize that the accuracy and reliability of their conclusions are greatly enhanced when they have a broader range of information on those being evaluated.

In selection it is often critical to measure quite divergent knowledge, skills, and abilities, which necessitates the use of multiple selection instruments as part of a battery that comprises the selection process. Most jobs require cognitive abilities and some require a body of knowledge, which in many cases can be measured by a written exam. In addition, most jobs require some degree of ability to communicate verbally. Since written tests can not measure verbal communication, a second test, usually a structured interview is necessary to measure whether or not a candidate possess the verbal abilities required for the target job.

In addition to measuring these abilities in candidates, many positions require additional abilities which require the use of additional selection instruments. Many classes like police officer, fire fighter, corrections officer and park ranger require the measurement of candidates’ physical abilities, psychological stability, medical fitness and suitability of background. To utilize these instruments effectively and efficiently, they must be combined in a manner that provides the greatest support for administration of the selection process and maximization of each instrument’s validity. Combining the information from multiple instruments is where the employee selection model differs from the medical model. (more…)