week 1 Flashcards
Psychometrics
Impact on other forms of assessment: education clinical diagnosis, crime detection, and staff recruitment
Reliability
ability to reproduce a consistent result in time and space, or from different observers
Internal consistency
Demonstrates if all parts of the instrument measure the same characteristic
Assessed through Cronbach alpha- the higher the value the better
Test-retest reliability
Also known as stability
Measure how similar the results are when measured at two different times
Assessed using interclass correlation coefficient
Validity
Assesses whether the tool measures exactly what it proposes to measure
Three types: construct validity, Concurrent validity, Predictive validity
Construct validity
The extent to which a group of variables in a test really represent the underlying theoretical
Determined through hypothesis testing or discriminant validity
Concurrent validity
The extent to which scores of new instrument are related to some external criterion which has to be a widely accepted measure
Predictive validity
The capability of a test predict future outcomes or behaviours
Particularly useful in job settings
Traditional assessment
Application form
CV
References
Interview
Psychometric assessment
Allows an objective assessment of candidate’s suitability for a job
Allows assessment of how an individual would fit into a workplace
Predominantly they are used to assess intelligence and personality
Not just to select the right person, but also to screen out the wrong person
Screen a lot of applicants without having to interview everyone
Individual differences
Personality- behaviour patterns, getting along with others
Self-evaluations- beliefs about oneself, perceptions
Interests- liking attraction or attachment to particular situations or environment
Personality and cognitive abilities
Performance, effectiveness
Interests and values
Satisfaction
Burnout
retention
