Experience with employment tests.

Abstract

A number of dangers inherent in the industrial testing situation are outlined. The following steps are suggested in building up a reliable program: analyze each job into its components and translate these into the human characteristic required; where possible adopt objective measures of these characteristics; recognize the need for subjective estimates of some attributes, integrating this material with the objective findings; adopt a measure as a selective device only when it shows statistically significant differences between superior and inferior producers.

Canadian Journal of (Experimental) Psychology: The first 70 years.

“…The breadth of the discipline and hence of the journal is evident in the first issue, which began with an article by Bott (1947) discussing the certification of psychologists. There also were articles of relevance to the profession, as in observations on employment testing by Moore (1947). The first article reporting empirical data was a brief account by Morsh and Stannard (1947) of a new test for measuring ability to receive Morse code that had a reliability of at least .90.…”

The effective use of manipulative tests in industry.

“…Moore (37) reported the use of manipulative tests in several situations. A Detroit company used the Detroit Assembly Test which consists of two fairly large boxes of 80 one-inch wooden cubes and requires the subject to use both hands to transfer the cubes from one box to the other at the same time packing the cubes neatly and in an orderly manner in the second box.…”

“…Job Analysis. The necessity for the use of job analysis in developing a testing program for selection of mechanical workers was pointed out by Moore (37) when he wrote:…”