Because of a congruity of developments in the knowledge base concerning tests, external political factors, and legal factors, responsible use of employment tests could be on the verge of widespread acceptability. However, the possibility also exists that tests will once again become the scapegoat for "bad news." This review of the legal…

The International Association of Personnel Management Assessment Council (IPMAAC) is a section of the International Association of Personnel Management devoted to individuals involved in professional level public personnel assessment. Author-generated summaries/outlines of papers presented at the IPMAAC's 1986 conference are provided. The…

The United States Training and Employment Service General Aptitude Test Battery (GATB), first published in 1947, has been included in a continuing program of research to validate the tests against success in many different occupations. The GATB consists of 12 tests which measure nine aptitudes: General Learning Ability; Verbal Aptitude; Numerical…

Effective response by community service agencies to clientele needs is an essential part of community development. A personnel screening instrument, a model for predicting different types of adaptation to occupational stress, is suggested as a means of increasing the responsiveness of service agencies to their local communities. Proposing the use…

For the training and placement of professional workers, multiple-choice instruments are the norm for wide-scale measurement and evaluation efforts. These instruments contain fundamental problems. Computer-based management simulations may provide solutions to these problems, appear scoreable and reliable, offer increased validity, and are better…

Old Dominion University's use of a job analysis technique to validate the instruments used in the personnel selection process, with the objective of improving personnel selection, retention, evaluation, and development, is described and illustrated with instruments and data used in the program. (MSE)

This article is based on an in-depth qualitative study which focuses on past and current faculty hiring practices in the community college system. It represents a comprehensive approach, including a review of literature, evaluation of practices across community college systems, and informal interviews with faculty and administrators about the…

Employers' attitudes toward employees' speech affects hiring. (CH)

All organizations need someone who is clearly responsible for training people to do their present tasks properly, educating certain employees so they can assume greater responsibilities in the future, and developing people and entire organizations for the future. (CT)

Standards for validity contained in the new Uniform Guidelines are probably not being met with most student rating forms in use. Administrative decisions must be based on valid information and permit equal employment opportunities. Research on sources of variance in ratings is needed. (JAC)

Presented college students (N=98) with information about job for which they were to consider applicant, information about applicant, and questionnaire examining their impressions of applicant. Results suggest that when more (and job-relevant) information is available about male and female applicants, there will be less sex bias in initial…

Data from 341 Hispanic and non-Hispanic job applicants at an assessment center indicate that overall, Hispanics were given lower ratings than non-Hispanics, but there were no interactions between the ethnicity of the assessor team and that of assessees. (Contains 31 references.) (Author/TD)

This article investigates the recruitment and selection strategies of one large Canadian school district in Ontario, called here the "Northwestern School District." Data collection included interviews, document analyses and observations, and were gathered in 2001. Findings indicated that designated structured teams, financial and…

A field study with 178 candidates for a police promotional examination was conducted to investigate the effects of "untranslated" behavioral checklists on certain psychometric properties of an assessment center. The untranslated checklist used all behavioral responses elicited by the assessment center exercises, not just those that met a…

The International Personnel Management Association Assessment Council (IPMAAC) contains over 500 psychometric specialists, personnel psychologists, and personnel staffing specialists dedicated to the improvement of public personnel assessment in such fields as selection and performance evaluation. Author-generated summaries/outlines of papers…