Reports a study conducted for litigation in a sex discrimination case dealing with misuse of an employment interview. Results show that dexterity could not be determined in an interview and a more appropriate selection technique such as a test was required. (Author/JAC)

Undergraduates evaluated the qualifications of an attractive, average, or unattractive male or female applicant. Ratings of specific qualifications preceded or followed an overall and hiring decision rating. The order variable influenced ratings of specific qualifications but not the overall or hiring decision. Male and attractive applicants were…

A model for examining tradeoffs between rate of minority hiring and quality of selectees is presented. In a representative case, substantial changes in the rate of minority hiring have only small effects on the quality of the work force. (Author)

The Electronic Switching System (ESS) Minicourse was designed to serve as a second-stage selection procedure for candidates for the full ESS training program. A criterion-related validity study was undertaken to provide further evidence of validity as well as data helpful in setting a cutting score. (Editor/SJL)

The major purpose of the present investigation was to compare the validity of a work sample test and an intelligence test for the prediction of trainability. Several lines of evidence supported the hypothesis that samples of training behavior are the better predictors. (Author)

Demonstrated that measures of predictor constructs had predictably different patterns of correlations with different criteria. In study of Navy recruiters (N=267), individual personality scales had significantly different relationships with three different rating criteria. In study with Army enlisted soldiers (N=8,642), cognitive ability and…

Validated aptitude tests used to help make personnel decisions about military recruits against hands-on tests of job performance in radio repairers and automotive mechanics. Data were filled with errors, reducing accuracy of validity coefficients. Discusses how validity coefficients can be made more accurate by exercising quality control during…

Research on job analysis and on the application of that data to the problem of selection test construction has grown out of its infancy. However, there is insufficient evidence for the sole use of any method for the construction of a content valid test. Proposes that multiple methods of job analysis be used and specifically that a task-oriented…

This paper critically examines two distinct but closely related aspects of the testing controversy in industry and business. One aspect concerns the possibility of differential validity for racial or ethnic groups while the other deals with efforts to define test bias methodologically. (Author)

Used a content-oriented strategy to develop three alternative selection inventories designed to reflect the content domain of positions held by attorneys (N=329) with a federal agency. Criterion-related validities of the Background Inventory and Interest and Opinion Inventory and one alternative inventory (an "Accomplishment Record" Inventory)…

Reviews research about employment interviews. Summarizes research dealing with the reliability and validity of the interview, methodological issues, decision making, interviewer training, minority characteristics, nonverbal behavior, interviewee characteristics, and interviewee training. Notes trends and directions. (Author)

Data on 21 performance tests, entry level and promotional, motor and verbal, were evaluated for 263 applicants for city government jobs over a 17-month period. In comparison to paper and pencil tests, performance tests were more cost-effective, more face valid, and more acceptable to applicants in this situation. (Author/KC)

Results for employment tests indicated that differential validity occurs no more frequently than would be expected on the basis of chance plus the operation of various statistical artifacts. Similar results were obtained on educational tests. Tests are neither differentially valid for, nor unfair to, Hispanics. (Author)

This study examined (1) the comparative validity of a written job knowledge test constructed on the basis of a systematic job analysis with that of a commercial employment test selected without prior job analysis and (2) the fairness of each test for minority and nonminority job applicants. (Editor/SJL)

Investigated the relationship between the recruiting source, applicant quality, and hire performance for an applicant pool and its resulting class of new hires for the position of insurance agent processed by a major insurance company in 1981. Differences in applicant quality and new hire survival were found in favor of the informal recruiting…