Validity and Reliability of Prescreening Test

In the hiring process there are several different prescreening tests that can be conducted, such as interviews, personality test, cognitive abilities test, work sample test, and biographical inventories test. This paper will explain each one and the validity and reliability of each test. I will then recommend which test the company should use in the selection process based on my analysis.

Validity and Reliability of Prescreening Test

1. Interviews: An interview is a meeting for the purpose of determining the suitability of a person for a certain position or placement within a company. When used alone, an interview can be less reliable and it can challenge the reliability of data obtained. It does not have much validity to the selection process. It can be used to gather information about the candidate’s job knowledge, compatibility, and any other information the candidate feels may be important. The downside is the candidate can provide false information and stereotyping could become a problem.

2. Personality Test: A personality test is a test that measures one or more of a person’s characteristics and personality traits. It’s is very reliable but it lacks any evidence to support validity. There is no right or wrong answer to a personality test, and some feel it is too intrusive. A personality test should not be used alone, but combined with other tests. (Personnel Selection: Methods: Personality Tests, 1999).

3. Cognitive Abilities Test: This test can be used to determine a candidate’s intelligence or mental ability by using aptitude tests or a general intelligence test. It has both a high validity and high reliability, showing an increase in validity with complexity in the job. Many combinations of aptitude tests can be performed to get the highest validity. Cognitive abilities test cost less than a personality test. (Personnel Selection: