Personnel selection shows an enduring need for short stand-alone tests consisting of, say, 5 to 15 items. Despite their efficiency, short tests are more vulnerable to measurement error than longer test versions. Consequently, the question arises to what extent reducing test length deteriorates decision quality due to increased impact of…

Test equating is a statistical procedure for adjusting for test form differences in difficulty in a standardized assessment. Equating results are supposed to hold for a specified target population (Kolen & Brennan, 2004; von Davier, Holland, & Thayer, 2004) and to be (relatively) independent of the subpopulations from the target population (see…

The crux in psychometrics is how to estimate the probability that a respondent answers an item correctly on one occasion out of many. Under the current testing paradigm this probability is estimated using all kinds of statistical techniques and mathematical modeling. Multiple evaluation is a new testing paradigm using the person's own personal…

With the increasing globalization of human resources practices, a commensurate increase in demand has occurred for multi-language ("global") personality norms for use in selection and development efforts. The combination of data from multiple translations of a personality assessment into a single norm engenders error from multiple sources. This…