SHRM FOUNDATION’S EFFECTIVE PRACTICE GUIDELINES Selection Assessment Methods A guide to implementing formal assessments to build a high-quality workforce

Constructs (11)

• Cognitive Ability

  PERF_001

  A variety of mental abilities, such as verbal and mathematical ability, reasoning ability, and reading comprehension, that are measured to predict job performance.

  Domains

  Performance ManagementLearning & Development

  Cognitive ability tests are high on validity and low on costs but have high adverse impact against minorities.

• Job Knowledge

  PERF_002

  Critical knowledge areas needed to perform a job effectively, typically representing technical knowledge.

  Domains

  Performance ManagementLearning & Development

  Job knowledge tests are high on validity and low on costs but have high adverse impact against minorities.

• Physical Ability

  PERF_009

  Tests requiring candidates to perform a series of actual job tasks to determine if they can perform the physical requirements of a job.

  Domains

  Performance Management

  Physical ability tests are moderate to high in validity but have high adverse impact against females and older workers.

• Personality

  PERF_003

  Traits relevant to job performance, including conscientiousness, extraversion, agreeableness, openness to experience, and emotional stability.

  Domains

  Performance ManagementWellbeing & Stress

  Conscientiousness is the most useful predictor of performance across many different jobs.

• Biographical Data

  PERF_004

  Questions covering background, personal characteristics, or interests to predict job performance.

  Domains

  Performance Management

  Biodata inventories are moderate in validity and can vary in adverse impact.

• Integrity

  ETH_001

  Attitudes and experiences related to honesty, trustworthiness, and dependability.

  Domains

  Ethics & Values

  Integrity tests are moderate to high in validity and low in adverse impact.

• Structured Interviews

  PERF_005

  Interviews consisting of a specific set of questions designed to assess critical KSAs required for a job.

  Domains

  Performance Management

  Structured interviews are high in validity and low in adverse impact.

• Physical Fitness

  PERF_006

  General physical activities to assess overall fitness, strength, endurance, or other physical capabilities necessary to perform the job.

  Domains

  Performance Management

  Physical fitness tests are moderate to high in validity but have high adverse impact against females and older workers.

• Situational Judgment

  DEC_001

  Tests providing job candidates with situations they would encounter on the job and viable options for handling them.

  Domains

  Decision-Making & Judgment

  Situational judgment tests are moderate in validity and have moderate adverse impact against minorities.

• Work Sample

  PERF_007

  Tasks or work activities that mirror the tasks employees are required to perform on the job.

  Domains

  Performance Management

  Work sample tests are high in validity and low in adverse impact.

• Assessment Centers

  PERF_008

  A type of work sample test focused on assessing higher-level managerial and supervisory competencies.

  Domains

  Performance Management

  Assessment centers are moderate to high in validity and can vary in adverse impact.