Psychological Testing in the Workplace

Psychological testing in the work place is a valuable tool for testing a candidate for employment. Several screening tests are administered to help determine certain abilities and qualities that prove suitable for good job performance and to determine the right person for the particular job. In the paragraphs below it will be discussed three types of psychological testing that is used in the workplace, validity and reliability issues surrounding psychological testing and ethical issues involved in psychological testing.

When it comes to a company hiring its employees it is always important that they hire the right people the first time around that way they do not have to waste money hiring somebody else if the first person did not work out. Maintaining and hiring good employees begins with knowing some of their private background. Breaking down and assessing certain areas that make up worker skills and performance beings with selecting the right tests. The first test a company may use is the ability test. This test has an “established reputation for reliable predicting job performance and can prove invaluable in helping to select individuals for roles” (“Ability Test”, 2012). With the ability test it is used to determine the employees reasoning or thinking abilities. Usually these tests are considered speed tests or power test, which can take up to thirty minutes to complete. When the employee is finished their scores are compared to a controlled group so that they can make a determination about your abilities. The next test a company may choose is the integrity tests. Screening for integrity is used during pre-employment and retention because “integrity screening are to determine whether the individual will be corrupt or unproductive on the job” (Spector, 2008). When a company hires someone they want to make sure that the person is reliable. Many people may not like part of the testing because some of the questions may not be related to the job. There are two...