Research has shown that well-constructed psychometric tests can predict job performance better than almost any other single selection measure. However, tests can sometimes have a disparate impact on ethnic or gender groups.This guide provides guidelines to ensure that tests are used appropriately, including advice on the choice of tests, validation of tests, preparing candidates and interpreting test scores.
This Best Practice Guide has been written to address the needs of organisations that are using standardised assessment processes with large numbers of graduates. The size of these projects highlights some distinctive issues that are not generally concerns in smaller scale assessments. They include carefulplanning of resources, the effective use of IT and formulating an organisation-wide policy. This guide has been written to complement rather than duplicate the rest of the SHL Best Practice Guidelines.
Using psychometric tests can bring sunstantial benefits to an organisation in terms of increased productivity and efficiency, better quality staff, higher morale, better staff performance, reduced training costs and lower staff turnover, but the use of tests must be properly managed in order to reap these benefits. This guide sets out the best ways to formulate a formal policy document.
This is a new document that offers specific information about how online testing, particularly ability testing, is impacted under the UK Disabilities Discrimination Act (DDA). It is a guidance document to help employers understand the impact of the DDA regulations for online tests and offers SHL guidance on DDA compliance for online tests.
The interview as always played a significant part in employee selection but, despite its universal use, many people have concerns or questions about the best way to conduct selection interviews. This Guide includes practical advice on the interview process, including what questions to ask and what to look for during the interview.
Many employers have found that people with disabilities make excellent employees, often being highly motivated and very reliable. It is important not to let selection procedures hinder the employment of such people and indeed such practices are now illegal. This guide sets out the legal landscape in relation to disabled people and includes practical steps on how to select, interview and accommodate disabled people in the workplace.
The practice of assessment is being influenced by technology in the design of assessments and in their delivery, particularly in the use of the Internet as a means of administering unsupervised assessments. How do organisations safeguard the integrity of objective assessments? How do organisations deal with the threats presented by those who pirate online assessment content and who engage in cheating?
This Guide provides a concise account of Best Practice in the use of Assessment and Development Centres, including information on the processes involved in the effective design and implementation of a centre. It also explains the best method of evaluation, taking into account ethical and international considerations and the best use of technology.
Job analysis is a systematic process for collecting and analysing information about jobs and it is an important precursor to many HR activities. This Guide is based on best current professional opinion and sets out a wide range of analysis techniques that are appropriate in different circumstances. It also explains the best method of evaluation, taking into account ethical and international considerations and the best use of technology.