If at first...exploring the impact of retaking cognitive ability, situational judgement, and personality tests in a high-stakes personnel selection scenario
Year: 2011
Type: dissertation
Abstract: [Truncated abstract] The increasing use of psychometric assessments in personnel selection means that more job applicants are becoming test-sophisticated whereas others still are test-naive. Repeat exposure may, however, provide unfair advantage to those with prior exposure to tests whilst simultaneously affecting test validity. This thesis examines the effect of repeat exposure to psychometric assessment in a high-stakes personnel selection context; specifically in the context of repeated rejection for the same position. In a series of four studies, changes in performance are examined for tests of cognitive abilities and assessments of behavioural preference. For the former, where answers that applicants can provide are objectively correct or incorrect, the issues of changes in performance are relatively straightforward. For the latter, the opportunity exists for impression management and hence applicants might employ a variety of strategies to improve their chances of selection. Consideration is also given as to how ‘fakers’ may be distinguished from 'honest' responders. In the first study, the impact of repeated exposure to different tests of ability (numerical computation, mechanical comprehension, abstract reasoning, and teamwork skills) is considered. Results revealed that repeat applicants generally do perform better on cognitive tests, though the size of improvement varied with the type of test. After the second exposure, however, the improvements in performance begin to asymptote, suggesting that the benefits of prior test exposure are not cumulative.
Author: Patrick D. Dunlop
Language: English
Topic: Employer Branding and e-HRM
Domain: Social Sciences
Open Access status: green
OpenAlex ID: W2530074018