Cognitive Ability Testing

The predictive benefits of cognitive ability testing in the workplace have been amply demonstrated. Still, some researchers caution that although general intelligence is a relevant factor, it is not fully captured by standardized tests and that other factors should be considered as well in personnel selection. When Kevin Murphy and others (2003) surveyed more than 700 professionals in the field, therefore, they found that most agreed that intelligence is not fully captured by standardized tests, that different jobs require different cognitive abilities, and that both cognitive and noncognitive selection measures should be used.

Many U.S. companies also use personality testing to measure traits that predict such work-related outcomes as leadership, productivity, helpfulness, absenteeism, and theft. For example, research shows that people who score high rather than low in the trait of conscientiousness—which tends to make them more achievement oriented, dependable, orderly, and cautious—are more likely in general to perform well on the job. Another example: People who score as extroverted rather than introverted are especially likely to succeed as business managers and salespersons. Research shows that young adults who have high self- esteem, self-confidence, and a sense of control tend to seek out more challenging lines of work and, as a result, are more satisfied with their jobs later in life. Research also shows that people who score high on measures of honesty and humility—defined as a tendency to be fair, sincere, and genuine in dealing with others, not manipulative—are less likely to engage in counterproductive workplace behaviors, such as being absent or late, leaving early, or bullying or sabotaging others. These findings are clear. But does it mean that companies should test all job applicants and hire those with favorable personalities? Reflecting this trend, one U.S. News & World Report writer explains “why a psychologist might be at your next interview”. But is this a sound development in the practical world of personnel selection?