The purpose of this study was to determine the job placement profiles of the graduates of Bahir Dar University and the relevance of school-related factors to job placement. The study was conducted at Bahir Dar University with participants who were first-degree graduates from the 2015 and 2016 cohorts. Stratified multistage random sampling was used…

Psychologists have been an integral part of national security agencies since World War I, when psychological science helped in personnel selection. A robust infrastructure supporting wider applications of psychology to military and intelligence problems developed further during World War II and the years following, primarily in the areas of…

Integrity testing has long been utilized in personnel selection to screen for tendencies toward counterproductive workplace behaviors. The construct of externalizing from the psychopathology literature represents a coherent spectrum marked by disinhibitory traits and behaviors. The present study drew on a sample of male and female undergraduates…

Researchers have found a correlation between emotional intelligence (EI) and success in the workplace. As a result, many companies have invested a large amount of resources into EI testing during their hiring process. In the United States, corporations are spending over $33 billion on hiring, training, and development. In addition to the increase…

Recent empirical evidence concerning sex and racial bias in testing is discussed in terms of three primary sources of bias: (1) content of the test itself, (2) atmosphere in which the test is administered, and (3) the use to which the test results are put. Test content that is demonstrably more difficult for one group than another should be (1)…

Job application procedures, including the evaluation and selection of prospective employees, need to be improved. (CK)

The range of response options has been shown to influence the answers given in self-report instruments that measure behaviors ranging from television viewing to sexual partners. The current research extends this line of inquiry to 36 quantitative items extracted from a biographical inventory used in personnel selection. A total of 92…

The design, administration, scoring, and results of the 1993 New York State Correctional Captain Examination are described. The examination was administered to 405 candidates. As in previous Sergeant and Lieutenant examinations, candidates also completed latent image written simulation problems and open/closed book multiple choice test components.…

Racial factors in personnel selection procedures and the performance of racial and socio-economic groups on a testing instrument widely used in personnel selection and in public schools are discussed. The study questions whether individual test items are relatively easier for one racial group than for another, and whether there is a relationship…

The alternative suggested is comprised of three elements: 1) Working toward changes in attitudes of people and institutions to directly attack discriminatory applications of tests; 2) Emphasizing test validation and development by new test instruments oriented to the needs of disadvantaged applicants; and, 3) Eliminating discriminatory selection…

In developing countries, for the most part, traditional methods of selecting students for secondary schools, technical and vocational institutions, teacher training colleges, and universities are unable to ensure that the most capable applicants receive the limited opportunities available. To remedy this situation, the author has assembled and…

Part of the 1968 conference of the Military Testing Association, this open panel meeting discussed the testing of Project 100,000 personnel (disadvantaged young men previously not acceptable for military service, who are now being recruited or induced under new standards adopted in 1966). Papers were presented on problems of recruit training,…

"Content validity" has been widely but unwisely hailed as a solution to many problems in employee selection. The author argues that sampling from content domains cannot logically be substituted for criterion related validity. He suggests that evaluations of scores be based on the principle of construct validation. (Editor/RK)

Five California cities have been involved in a successful cooperative police officer recruitment and testing program. Emphasis is on cost savings through cooperation, improved and validated selection devices, and equal employment opportunity. The program is administered by the California State Personnel Board. (Author/EA)