Unstandardized and unstructured interviews can have an adverse impact on the hiring of minority groups; the personnel interview does not substitute for well designed and valid objective tests as predictors of job success. (TA)

This paper considers the application of Bayesian techniques for simultaneous estimation to the specification of regression weights for selection tests used in various technical training courses in the Marine Corps. It concludes that a hypothesis of complete generalization of the predictor-criterion relationship would only be retained for selected…

Examines several decisions of district and appeals courts and the Supreme Courts, both State and Federal, under title VII of the Civil Rights Act of 1964 and their implications for personnel and training management. In a reversal of the appeals court decision, the Supreme Court ruled in the case of Washington vs. Davis that the…

Professionals often seem to view guidelines, standards, and the like, not to mention legal mandates, as adding to their work load. It is argued that a widely promulgated set of test taker rights would actually make the work of personnel selection professionals easier. The California court case Soroka v. Dayton-Hudson Corporation, in which test…

The development of the Army Intern Intake Survey (AIIS) is described. The AIIS focuses on the Army civilian intern program, a vehicle for entry-level employees to progress in Army civilian jobs, which produces a profile of past and current interns. The AIIS will identify changes in intern quality over time and will make comparisons of Army interns…

The International Personnel Management Association Assessment Council (IPMAAC) is a professional section of the International Personnel Management Association for individuals involved in professional level public personnel assessment. Author-generated summaries/outlines of papers presented at the IPMAAC's 1984 conference, which focus on…

Fifty-seven papers presented at the annual meeting of the International Personnel Management Association Assessment Council (IPMAAC) in 1990 are provided. Selected topics include: using the cloze technique for reading skills assessment; examining assessment techniques; job analysis; alternate strategies for assessing writing skills; assessment of…

This guide, which was originally developed to help employers in selecting youth for Britain's Youth Training Scheme programs, can also serve as a guide to recruiting and selecting potential employees who have very little work experience. The following topics are covered: deciding which young people the business needs, attracting suitable…

The study compared male and female performance on the Cadet Evaluation Battery (CEB), a measure of Army officer potential, and compared male scores achieved in two testing periods 4 years apart. The CEB was administered to 637 male cadets in the second year of the Army Reserve Officers' Training Corps (ROTC) in 1971 and to 1,035 female and 926…

A review of court cases, involving the use of various standardized tests, highlights the kinds of test validity and the interpretation by the courts of test fairness in setting personnel selection standards. Guidelines established by the Equal Employment Opportunity Commission (EEOC) are shown to support the use of predictive validity in…

This document begins with an outline of events seen as noteworthy in the search for fairness in general and includes a brief discussion of the Civil Rights Act of 1964, the Equal Employment Opportunity Act of 1972, and the Tower Amendment (Title VII). These events are placed in perspective with recent events which have impacted the notion of…

Examines circumstances leading to elimination of the Professional and Administrative Career Examination (PACE), which was agreed to in the Luevano et al. v. Campbell consent decree. The validation project, the psychometric properties, and the impact on applicant flow of the PACE are summarized. Possible ramifications are discussed. (Author)

Recently, there has been a resurgence of interest in the use of response latencies in psychological assessment. Some research has suggested that response times associated with answering personality and integrity questionnaires may be useful in differentiating among honest responders and individuals who are lying. Using an experimental paradigm…

Biographical inventory is a selection device used as an alternative or supplement to cognitive testing because this measurement method predicts aspects of job performance that are not predicted by cognitive measures. Some of the issues and concerns about using biographical inventories are discussed. The use of biographical inventories (biodata) is…

A study was conducted to determine the extent to which psychometric testing (the measurement of various aspects of human behavior, such as ability, personality, or interests, using psychological tests) is used in the recruitment practices of small businesses. The project also developed a course consisting of five modular units covering the process…