When are Applicant Tests Valid?

by | Feb 20, 2017 | Blog | 466 comments

Two decades ago, in one of the top department stores in the Philippines, a recruitment assistant who was in-charge of the administration, checking, and interpretation of psychological tests accidentally provided extra time for the applicants to complete an intelligence test.

The test was designed to be accomplished within twenty-five minutes, however, because of distractions, he forgot the examinees in the testing room.  The twenty-five minute cognitive test became one hour and twenty-five minutes!

The recruitment assistant was somewhat hesitant to render the test as valid because of this.  He wanted them to come for a re-test after three months but he was not sure whether they would still be available.

The story above is one circumstance where re-testing needs to be conducted.  Another is when an applicant has a good scholastic standing but scores below the passing rate in the intelligence testing.

Re-testing of applicants has to be done in order to:

1. Check  whether  the  applicants  will  score  higher  than  the  previous  test.

Performance in time limited test sometimes has to do with the current emotional status of the examinees.

2. Save on cost in advertising job openings. If the applicant’s score is higher than
the previous test, this means that they can consider the applicant for the vacant positions.
The recruitment team will no longer spend money in advertising job vacancies.

3. Check the reliability of the tests.   If it is found out that the test is already
outdated and unreliable then the recruitment team may suggest buying a new type of
intelligence test.   The test is considered reliable when the examinees’ exam results are the same and taken within a particular time interval.    For example, the first test was taken January and the retest was done March.

Let’s say in the story above that the recruitment assistant was able to re-test the applicants within three months and after all of the applicants went through the process of selection.  What happened?

After checking the test, the recruitment assistant discovered that 90  percent of the examinees’ scores were the same as their scores in the first test.  Only  10 percent of the examinees got a score higher than the passing rate.

It was then decided that the ninety percent will have a contract employment while those who pass higher than the passing rate will have a probationary job offer.

In the Philippines, an employee in probationary status has the chance to become a regular employee  after  six  months  of  employment.    Any  employee  who  exceeds  the six  months probationary period automatically becomes a regular employee who receives regular base pay and fringe benefits.

So, it was a happy ending after all.

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