This paper describes a process used to assess the technical competency of non-direct line candidates for managerial positions in computer specialties. The Training and Experience (T&E) qualifying test, a multi-method approach combining task-based, computer scorable evaluations of training and experience with multiple-choice batteries, was used as…

Because applicant populations for many jobs and educational opportunities are becoming increasingly multicultural, the whole issue of fairness in testing has become highly salient. In South Africa, a main reason for the poor performance of the economy is the failure to make optimal use of all manpower, one of the crippling legacies of the…

The United States Employment Service (USES) Specific Aptitude Test Battery (SATB) for Ticket Agent is evaluated from three points of view: (1) technical adequacy of the research; (2) fairness to minorities; and (3) usefulness of the battery to Employment Service staff and employers in selecting individuals for ticket agent positions. Research…

The United States Employment Service (USES) Specific Aptitude Test Battery (SATB) for Waiter/Waitress (Informal) is evaluated from three points of view: (1) technical adequacy of the research, (2) fairness to minorities, and (3) usefulness of the battery to Employment Service staff and employers in selecting individuals for training as…

The United States Employment Service (USES) Specific Aptitude Test Battery (SATB) for Refinery Operator is evaluated from three points of view: (1) technical adequacy of the research; (2) fairness to minorities; and (3) usefulness of the battery to Employment Service staff and employers in selecting individuals for training in refinery operator…

Because intelligence and culture are inextricably intertwined, the measurement of ability is difficult. Test material inevitably reflects the culture of the test developer. As a consequence of this culture-boundedness, a test might not measure the same thing in another culture, and scores might not be comparable across cultures. There are three…

Reviews a number of tests that persons applying for engineering jobs may encounter including drugs, honesty, polygraph, personality and job skills tests. Discusses some problems with tests. Defines discrimination in hiring. States that job applicants usually will not take a test for Acquired Immune Deficiency Syndrome (AIDS). (CW)

Work Keys (occupational tests developed by American College Testing) could support an employer's human resource function in a number of ways: (1) communicating to educators the skill requirements for an employer's particular jobs on a national basis; (2) providing students with a realistic preview of skills needed for jobs and an assessment of…