1. Testing
SELECTIONISTAS
Discussant: Jamie M. Pardiñas

2. Objectives
 Determine the importance of testing in
selection methods.
 Differentiate reliability and validity.
 List down the two techniques in
validity.
 Define Personality Test.

3. Testing
Many organization use pre-employment
test to screen out applicants who they believe
do not have the required aptitude, abilities, or
talents.

4. Tests used for screening applicants on the
basis of skills, abilities, and aptitudes can be
classified as either paper and pencil tests or job
sample test.

5. Testing
Employment testing is the practice of
administering written, oral, or other tests as a
means of determining the suitability or
desirability of a job applicant.

6. The premise is that if scores on a test
correlate with job performance, then it is
economically useful for the employer to select
employees based on scores from that test.

7. For testing to be effective as a screening tool, its reliability
and validity must be first established.
Reliability refers to the ability of a test to
produce approximately the same result when
the same test is re administered to a test taker.

8. Validity refers to a test’s ability to
predict what it is supposed to predict.

9. The two techniques for determining the validity of a test are
.
predictive validity or concurrent validity
Predictive validity is determined is by
hiring a number of applicants regardless of
their test results.

10. Concurrent validity is determined by
administering the tests to current employees and
their test scores are statistically analyzed against
their performance ratings.

11. Discriminatory testing is a technique
employed in sensory analysis to determine
whether there is a detectable difference among
two or more products.

12. Personality Test
Profile of a person’s attitudes and
behaviors.
For example, some tests attempt to
determine a person’s degree of
extroversion, introversion, intuition, thinkin
g, feeling, or sensing