Description
Work
sampling is a method of testing ability by giving the candidate a sample of
typical work to do and evaluating their performance. Work samples may appear as
short questions along the lines of 'What would you do in this situation' or
more complex scenarios to analyze. At its most naturalistic, the candidate is
put into a the actual job where they may spend some time actually doing real
work. The normal situation, however is for the person to be given a role-play
or real-life situations where the candidate acts out a realistic situation.
This creates a repeatable pattern whereby multiple candidates can be given the
same test and hence more easily compared.
Job-knowledge tests focus on specific dimension or content to determine current
knowledge, such as a test of knowledge about the highway code. Knowledge tests
such as this may be computerized, enabling them to be taken at any time and
even in any place. This also reduces the cost of administration and can reduce
security issues (such as loss of exam papers). Proctoring is a method
often used, whereby questions and sequences are regularly changed to reduce
copying cheating. Job knowledge tests are increasing use in professional areas
such as medicine and architecture.
Hands-on performance
tests are
used to test people for physical capabilities. For example, a psychomotor test,
which is characterized by manual dexterity exercises.
Situational judgments
tests, in this test people are asked how
they would act in a given situation. This may be done with a multiple choice to
enable automated marking. It can be used in many different jobs, for example
leadership and teaching. These tests assess job knowledge and the ability of
the candidate to apply this knowledge in specific situations, (rather like in
situational interviewing). They can be used to assess for aptitude and
trainability as well as for current knowledge, and can be helpful in recruiting
people with no previous experience.
Work
samples, as with other selection methods often start with a job analysis of good performers. The job is
typically broken down into key behavioral components, which are then used to
create a checklist of desirable behaviors. From this, scenarios and case
studies may be developed.
Work
samples is normally used to test current skill. It can also be used to test for
the ability to learn new skills. It is based on the premise of behavioral
consistency, where the way a person acts in a simulated situation is assumed to
be the same as they might act on the job. It is useful for reducing bias by
assessors and is perceived to be fair and valid by both recruiters and
candidates, as all candidates are treated in the same way, including the amount
of time to respond (although this may reduce the chances of slow writers or
reflective thinkers). It removes non-job-related cognitive factors, and is
visibly related to the job in question.
It has a high predictive validity of .37. to .54 and leads to less
turnover of staff. Criticism of work samples includes that they are atheoretical
and related to an empiricist and Western view of the individual and work
(Searle, 2003). Work samples must be carefully designed to test specific items.
They give problem where more attention is paid to face validity than content
validity and can also miss small, but critical factors (such as color vision
for engineers). In any concern for fairness, work samples are of particular
value as they have both higher face validity and greater fairness for
non-traditional candidates (Lievens and Klimosky, 2001).
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