Section Fourapplicants, which helps improve interrater reliability and the
validity of the selection procedure.
Testing
The use of selection tests provides another means for
improving the selection process. There are several types of
tests that are relevant to selection. Some of the more common
types of tests used for selection include cognitive or mental
ability tests, personality tests, work sample or performance
tests, and integrity tests.
Cognitive ability tests are commonly used to assess an
applicant’s capability to perform a job. Furthermore, they often
have fairly high predictive ability. For example, studies have
found the following validity coefficients between jobs and
cognitive test scores: arithmetic reasoning for computer
programmers = .57, general mental ability for first-line
supervisors = .64, and mechanical comprehension for operators
in the petroleum industry = .33. Personality tests also are com-
monly used for selection purposes. Researchers have
established that the “big five” personality dimensions, as
measured by the NEO–Personality Inventory and Personality
Characteristics Inventory (PCI), can be very useful for selection.
The big five personality dimensions are extroversion,
agreeableness, conscientiousness, emotional stability, and