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| Institution | North Carolina Employment Security Commission, Raleigh. |
|---|---|
| Titel | Overview of Validity Generalization for the U. S. Employment Service. |
| Quelle | (1983), (31 Seiten)
PDF als Volltext kostenfreie Datei |
| Sprache | englisch |
| Dokumenttyp | gedruckt; online; Monographie |
| Schlagwörter | Aptitude Tests; Job Performance; Personnel Evaluation; Personnel Management; Personnel Selection; Pilot Projects; Predictive Measurement; Test Use; Test Validity; Vocational Aptitude; General Aptitude Test Battery |
| Abstract | The United States Employment Service is now able to expand the General Aptitude Test Battery (GATB) coverage from approximately 400 jobs to all candidates for every job in the Dictionary of Occupational Titles (over 12,000 occupations). In addition, employers can now receive more useful feedback on applicants. Instead of reporting whether a candidate scored high, medium, or low on a test battery, Employment Service offices can refer candidates on a top-down percentile ranking basis, which permits employers to select applicants with greater productive potential. This saves time and money, and makes it possible for the Employment Service to refer those candidates most capable of performing well in the job. It also makes the GATB, which is the most valid predictor of job performance, the primary decision maker rather than other procedures such as the interview, evaluations of training and experience, and the like, which typically have substantially less validity. It is also designed to increase the representation of high ability minority group members faster than alternative methods of selection. A pilot project has demonstrated that the progressive aspects of validity generalization represent exactly the kind of management assistance many employers want from the Employment Service. (PN) |
| Erfasst von | ERIC (Education Resources Information Center), Washington, DC |
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