Cognitive ability tests are widely used in organizations around the world because they have high predictive validity in selection contexts. Although these tests typically measure several subdomains, testing is usually carried out for a single subdomain at a time. This can be ineffective when the subdomains assessed are highly correlated. This…

Intentional response distortion or faking among job applicants completing measures such as personality and integrity tests is a concern in personnel selection. The present study aimed to investigate whether eye-tracking technology can improve our understanding of the response process when faking. In an experimental within-participants design, a…

The 11th International Conference on Educational Data Mining (EDM 2018) is held under the auspices of the International Educational Data Mining Society at the Templeton Landing in Buffalo, New York. This year's EDM conference was highly competitive, with 145 long and short paper submissions. Of these, 23 were accepted as full papers and 37…

The state of Washington's Department of Personnel has adopted an Internet system for online job application, screening, testing, scoring, and interview referral. Candidate certifications are tailored to job skill requirements specified by personnel managers, giving managers flexible access to a pool of high-quality job candidates. (SK)

Reviews current research developments in several areas of personnel selection methodology which represent attempts to develop alternatives to traditional paper-and-pencil methods of test development. Areas examined include computer-interactive tests in employment situation, new uses for life history information, physical tests for physically…

Logic-based measurement brings into verbal reasoning tests the inferential objectivity of numerical reasoning tests. Implications for personnel selection include performance prediction, legal defensibility of personnel selection tests, design of economical tests, and test taxonomies which sample basic inferential processes. The linkage of…

Putting prospective teachers through standardized interviews regarding their approach to the job might fulfill a sorting function, but it can prove to be time-consuming on both sides. Online applications, though they can be relatively quick and easy, tend to give a school district too little information about the real-world potential of…

Describes Minnesota Clerical Assessment Battery (MCAB), one of the first computerized tests for personnel selection to be made commercially available to businesses. Maintains that application of computerized testing to business is somewhat different from its application to education or counseling. Presents results of survey of potential users who…

Conventional Armed Services Vocational Aptitude Battery-7 (ASVAB) Arithmetic Reasoning and Word Knowledge tests, were compared with computer-administered adaptive tests as predictors of performance in an Air Force Jet Engine Mechanic training course (n=495). Results supported earlier research in showing somewhat longer examinee response times for…

For performance tests to be truly standardized, they must be administered in a way that will minimize variation due to operator intervention and errors. Through such technological developments as low-cost digital computers and digital logic modules, automatic test administration without restriction of test content has become possible. A…

The Office of Personnel Management (OPM) decided to explore alternative examining procedures for positions covered by the Administrative Careers with America (ACWA) examination. One requirement for new procedures was that they be automated for use with OPM's recently developed Microcomputer Assisted Rating System (MARS), a highly efficient system…

The Computerized Adaptive Testing (CAT) project is a joint Armed Services coordinated effort to develop and evaluate a system for automated, adaptive administration of the Armed Services Vocational Aptitude Battery (ASVAB). The CAT is a system for administering personnel tests that differs from conventional test administration in two major…

The United States Armed Services are planning to introduce computerized adaptive testing (CAT) into the Armed Services Vocational Aptitude Battery (ASVAB), which is a major part of the present personnel assessment procedures. Adaptive testing will improve efficiency greatly by assessing each candidate's answers as the test progresses and posing…

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…

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…