By Robert Edenborough
* useful suggestion on overview equipment together with psychometric checking out and dependent interviews
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Extra resources for Assessment Methods in Recruitment, Selection and Performance: A Manager's Guide
They arose after experimentation with techniques in which perceptions of other people were used to give clues to behaviour patterns (see Clifton, Hollingsworth and Hall, 1952). Specialist selection firms such as Management Selection Limited (MSL) emerged in the same decade, with their professional staff spending much of their time conducting selection interviews. A significant but not generally acknowledged strand in modern interviewing can be attributed to Sigmund Freud. He considered that much of what people said could be related to unconscious drives and motives, exploring those as day-to-day occurrences in ‘The psychopathology of everyday life’ (1901).
This consists of a series of cards on which the ambiguous pictures are presented. The person being tested is required to make up a story about each picture and the content of this is then subjected to a systematic analysis. This approach has since been developed into the various techniques for analysing motivation and other aspects through looking at the content of responses. A comprehensive handbook (Smith, 1992) lists a number of these. However, these techniques are rarely used in occupational or managerial practice.
Public examinations such as GCSE are also tests of attainment, measuring a combination of knowledge and abilities in manipulating and interpreting knowledge. They are standardized, but not developed according to psychometric criteria as such. Adaptive testing The selection of progressive levels of difficulty, as described above in connection with the FSA, is fundamental to adaptive testing. By using computers to score responses instantly, performance levels on tests can be monitored and difficulty levels adjusted.
Assessment Methods in Recruitment, Selection and Performance: A Manager's Guide by Robert Edenborough