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Dattner, Ph.D.  \n[ben@dattnerconsulting.com](ben@dattnerconsulting.com)[ ](ben@dattnerconsulting.com)212-501-8945  \nAllison Dunn  \n[allison@dattnerconsulting.com](allison@dattnerconsulting.com)[ ](allison@dattnerconsulting.com)212-734-3578  \nTABLE OF CONTENTS:  \n􀂾 TESTING AND ASSESSMENT OVERVIEW  \n􀂾 COGNITIVE ABILITIES TESTS  \n􀂾 PERSONALITY AND TEMPERAMENT TESTS  \n􀂾 SALES ABILITIES TESTS  \nEMPLOYEE SELECTION: TESTING AND ASSESSMENT  \nTESTING AND ASSESSMENT OVERVIEW  \n􀂾 STEPS IN THE DEVELOPMENT OF A SELECTION PROGRAM  \n􀂾 MAJOR CONSIDERATIONS WHEN TESTING  \nTESTING AND ASSESSMENT OVERVIEW:  \nSTEPS IN THE DEVELOPMENT OF ASELECTION PROGRAM  \n\n| Job Analysis |  |\n| --- | --- |\n|  |  |\n| Identification of Relevant Job Performance Dimensions |  |\n| |  |\n| Identification of Knowledge, Skills, Abilities (KSAs) Necessary for the Job |  |\n| |  |\n| Development of Assessment Devices to Measure KSAs |  |\n| |  |\n| Validation of Assessment Devices |  |\n| |  |\n| Use of Assessment Devices in Processing Applicants |  |\n\nTESTING AND ASSESSMENT OVERVIEW:  \nMAJOR CONSIDERATIONS WHEN TESTING  \nAppropriateness  \n􀂾 Validity  \n􀂾 Reliability  \n􀂾 Legality  \nUsefulness  \n􀂾 Job Responsibilities  \n􀂾 Industry  \n􀂾 Level  \n􀂾 Multiple Measurements  \n􀂾 Report Options and Quality Logistics  \n􀂾 Scoring/Results Turnaround Time  \n􀂾 Ease of Use  \n􀂾 Administration Options  \n􀂾 Cost  \nUser Experience  \n􀂾 Face Validity  \n􀂾 Time to Complete  \nEMPLOYEE SELECTION: TESTING AND ASSESSMENT  \nCOGNITIVE ABILITIES TESTS  \n􀂾 WATSON-GLASER CRITICAL THINKING  \n􀂾 WONDERLIC PERSONNEL TEST  \n􀂾 MULTIPLE APTITUDE BATTERY-II  \nCOGNITIVE ABILITIES TESTS:  \nWATSON-GLASER CRITICAL THINKING (WGCTA)   \nSource: The Psychological Corporation  \n[http://www.pantesting.com/products/PsychCorp/WGCTA.asp](http://www.pantesting.com/products/PsychCorp/WGCTA.asp)  \nPurpose: Predict an employee’s career path based on critical thinking skills  \nAttributes/Abilities Assessed:  \n􀂾 Inference  \n􀂾 Recognition of assumptions  \n􀂾 Deduction  \n􀂾 Interpretation  \n􀂾 Evaluation of arguments  \nLogistics:  \n􀂾 80 items  \n􀂾 Approximately 60 minutes to complete  \n􀂾 Paper/pencil administration; hand-scoring  \nSample Item:  \nMr. Brown, who lives in the town of Salem, was brought before the Salem municipal court for the sixth time in the past month on a charge of keeping his pool hall open after 1 a.m. He again admitted his guilt and was fined the maximum, $500, as in each earlier instance.  \nOn some nights it was to Mr. Brown’s advantage to keep his pool hall open after 1 a.m., even at the risk of paying a $500 fine.  \nTrue - Probably True -Insufficient Data-Probably False -False  \nOutput: Score which is compared against norms  \nCOGNITIVE ABILITIES TESTS:  \nWONDERLIC PERSONNEL TEST (WPT)   \nSource: Wonderlic  \n[http://www.wonderlic.com/](http://www.wonderlic.com/)  \nPurpose: Measures cognitive ability as an accurate predictor of employment success  \nAttributes/Abilities Assessed:  \n􀂾 Candidate’s ability to:  \n􀂾 learn a specific job  \n􀂾 solve problems  \n􀂾 understand instructions  \n􀂾 apply knowledge to new situations  \n􀂾 benefit from specific job training  \n􀂾 be satisfied with a particular job  \nLogistics:  \n􀂾 50 items  \n􀂾 Exactly 12 minutes to complete  \n􀂾 Paper/pencil administration; hand-scoring  \nSample Item:  \nAssume the first two statements are true  \nIs the final one:  \nTrue False Not certain  \nThe boy plays baseball. All baseball players wear hats. The boy wears a hat.  \nOutput: Score which is compared against norms  \nCOGNITIVE ABILITIES TESTS:  \nMULTIPLE APTITUDE BATTERY-II (MAB-II)   \nSource: Sigma Assessment Systems  \n[http://www.sigmahr.com](http://www.sigmahr.com)  \nPurpose: Assess candidate’s aptitudes and intelligence  \nAttributes/Abilities Assessed:  \n􀂾 Verbal IQ  \n􀂾 Performance IQ  \n􀂾 Full Scale IQ  \nLogistics:  \n􀂾 Subtests, which can be individually or group administered  \n􀂾 7 minutes to complete each subtes","cbCaiq1i5mE5BguM","https://ap.wps.com/l/cbCaiq1i5mE5BguM","pdf",90895,"English","# Testing and Assessment Overview\n## Steps in the Development of a Selection Program\n## Major Considerations When Testing\n# Cognitive Abilities Tests\n## Watson-Glaser Critical Thinking (WGCTA)\n## Wonderlic Personnel Test (WPT)\n## Multiple Aptitude Battery-II (MAB-II)\n# Personality and Temperament Tests","[{\"question\":\"What steps are involved in developing an employee selection program?\",\"answer\":\"The document describes a sequence including job analysis, identifying relevant performance dimensions and required KSAs, developing assessment devices to measure KSAs, validating the devices, and using them to process applicants.\"},{\"question\":\"What major considerations should guide testing in employee selection?\",\"answer\":\"Key considerations include appropriateness (validity, reliability, legality) and usefulness (job responsibilities, industry, level, multiple measurements, reporting options and logistics, scoring turnaround time, ease of use, administration options, and cost).\"},{\"question\":\"Which cognitive abilities tests are covered, and what do they aim to measure?\",\"answer\":\"It profiles Watson-Glaser Critical Thinking (inference, assumptions, deduction, interpretation, evaluation), Wonderlic Personnel Test (cognitive ability predicting employment success via learning, problem solving, instruction understanding, and training benefit), and Multiple Aptitude Battery-II (verbal, performance, and full scale IQ).\"}]","Employee Selection - Testing and Assessment | PDF",1790323590]