5 Responses

1. Recruitment reliability
   Hi Paul
   I seem to remember data of this sort in my SHL level B qualification notes – but cannot put my hand on them at the moment, most of the big test publishers will have access to this – might be worth a phone call.

   If you are a member of thr CIPD (or other professional body) they may be able to do some research on listed surveys with this data.

   One web link I have found with what looks like reasonable (and valid) data is http://elp.ed.utah.edu/faculty/Pounder/Recuit_Select.pdf

   Another is http://louisville.edu/cbpa/lmc/research/sr.mianzo.pdf

   Hope this helps
   Mike
   http://www.rapidbi.com

2. UMIST research
   Hi Paul.

   A chap called Mike Smith at UMIST did some research on this and wrote a book called Testing People at Work. You could get a copy of the book, or get a really quick summary here:
   http://www.rowlandsrecruitment.com/index.php?page=Psychometric_Testing.

   Good luck!

   Eleanor.

3. Check New Scientist
   Sorry I can’t remember the issue but research recently published (and subject to peer review and actual science rather than just the usual garbage pretending to be fact) showed that “first impressions” made in the first 5 minutes of interview were equally as valid and succesful in terms of fit to the job, performance, retention etc. as a full day’s assessment centre.

   Check it out – it makes for interesting reading.

   You also might want to try the book “Living on the Edge” which is by an American author (lost my copy sorry or I’d put out the ISBN etc.) which debunks non-scientific junk like Myers-Briggs with all the references etc.

4. No debunk here.
   Nik Kellingley wrote:
   “You also might want to try the book “Living on the Edge” which is by an American author (lost my copy sorry or I’d put out the ISBN etc.) which debunks non-scientific junk like Myers-Briggs with all the references etc.”

   I looked for this book on Amazon but there are 134 books with this title so as a reference it’s of zero use as a potentially verifiable source of objective data. But, if the author is suggesting that MBTI is an inappropriate tool for job selection he would be correct. Hardly a ‘debunk’ though when you consider that the both the authors of the instrument and the retailers emphasise that it is totally inappropriate for this use!

5. http://www.hrzone.co.uk
   try asking in HRZONE, which is more the place for this Q