Please click on presentation title to download PDF handout.
Michael McDaniel, Ph.D.
Professor, Virginia Commonwealth University
This presentation will provide a brief history of situational judgment tests and summarize the research documenting the validity of such measures in the prediction of job performance. The constructs typically assessed by situational judgment tests will be detailed. Types of situational judgment tests will be reviewed. Practical considerations in building and scoring situational judgement tests, including recommendations for reducing mean group differences, will be detailed.
Dennis Doverspike, Ph.D.
Professor, University of Akron
Since the beginning of time, and certainly since the introduction of modern selection approaches, there have always been new and emerging technologies. However, Industrial-Organizational (IO)
Psychology has tended to treat new technologies as a threat. In this talk, we will start by identifying some emerging, in particular mobile devices, including smart phones and tablets. We will also talk about gamification, games, simulations, and others. After an additional identification of the technologies, we will investigate in-depth the topic of what impact such technologies will have on the traditional test development and validation model, if any. In addition, we will discuss how the incorporation of technology is informed by research.
Warren Bobrow, Ph.D.
Industrial and Organizational Psychologist, All About Performance
In developing specific knowledge tests, particularly in information technology (IT), assessment professionals face a somewhat difficult set of dilemmas. Writing and validating an exam for a specific software program can be time intensive and there may not be sufficient incumbents to analyze items or verify the reliability or validity of the exam. However, IT professionals can be difficult to recruit and have a large impact on an organization. This means that having accurate assessments is a critical organizational need. An option for bringing reliable tests is using crowd sourcing. Crowd sourcing is obtaining services or content by asking for input from an online community. As applied to assessment, this would include sourcing assessment items online rather from internal sources or a contracted vendor. This presentation will describe an experience with a client where crowd sourced tests were used for a variety of IT jobs (Java, .NET, Android, etc.).
Kenneth Nowack, Ph.D.
President/Chief Research Officer, Envisia Learning
Coping with change, challenge and stress is a hallmark of successful employees. Why do some employees grow in the face of work and life stress and others get burned out or sick? Employees
who are resilient are more persistent, more productive and better able to handle set-backs and failure than those who are least hardy. This presentation will summarize the latest research on the personality factor of resilience–what it is, neurobiological correlates, how it can be measured, and why it is important for both employers and talent today.