Psych 435 – Personnel
March 26, 2015
1. I would have to say that math skills test would be one measure for a sales position. It’s not a lot of math that is needed to know for the job but if registers were to go down for some time, knowing basic math, which includes how to calculate the sub-total along with the total with taxes, is something that will need to be known. Having high levels of reliability and validity in the math department can definitely help with receiving the sales positions. Communication/language is another skill that can help see if candidates are useful or not. Being able to talk in a professional manner helps keep the business look and sound professional. Using slang isn’t something we would want in the business industry because it looks tacky and can be uncomfortable for some customers.
2. I would let my supervisor know right off the back that the correlation is not matching up to where we would want it to be. We would possibly have to change the two measures to something that is more related to one another such as interview scores and a communication skills test. A communication skills test paired with interview scores can show us how they are on paper when taking the test and then actually be put to the test in an interview. How do they speak when answering questions? Are their answers short and simple and long and well-explained? Do they have eye-contact when talking? Are they using full vocabulary terms and no slang? A communication/language evaluation would be helpful in choosing a potential candidate.
3. The correlation I would need to see in order to go about using an expensive assessment test would be one that is strong enough and shows me reliability and validity between 2 measures. An inexpensive method can be just as good as an expensive one and even done in a timely manner. In that case, I would want to find out if it is at all