Unit Information Management System

Assessment and Selection (PSYC5514, SEM-1, 2015, Crawley)

Office of the Deputy Vice-Chancellor Education

Psychological Science

Unit Outline

Assessment and Selection


SEM-1, 2015

Campus: Crawley

Unit Coordinator: Dr Patrick Dunlop

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Unit details

Unit title Assessment and Selection
Unit code PSYC5514 Credit points 6
Availability SEM-1, 2015 (23/02/2015 - 20/06/2015)
Location Crawley Mode Face to face

Contact details

Faculty Office of the Deputy Vice-Chancellor Education
School Psychological Science
School website http://www.psy.uwa.edu.au/
Unit coordinator Dr Patrick Dunlop
Email patrick.dunlop@uwa.edu.au
Telephone 6488 3958
Consultation hours by appointment
Tutors/ Demonstrators/ Facilitators
Unit contact hours

Lectures: 39 hrs

Tuesdays 5-8pm

Online handbook http://handbooks.uwa.edu.au/units/unitdetails?code=PSYC5514
Unit website

Unit rules

Prerequisites Enrolment in the Master of Industrial and Organisational Psychology (coursework and dissertation) (53580) or the Master of Psychology (coursework and dissertation) (50560) or the combined Doctor of Philosophy and Master of Industrial and Organisational Psychology (01880/54580) or the combined Doctor of Philosophy and Master of Psychology (00890/51590) or the Master of Commerce (Advanced) (coursework) (41650) or the Master of Professional Accounting (Advanced) (coursework) (42610) or the Master of Commerce (coursework) (41680) or the Master of Human Resources and Employment Relations (coursework) (41660)
Advisable prior study
Approved quota

Unit description

This unit covers the application of psychological theory and methods for the purpose of ensuring that the particular individuals hired by an organisation are likely to be successful employees. Basic concepts that are used to assess the quality of selection instruments are covered (validity, reliability, adverse impact, test bias and utility). In addition, the contemporary scientific evidence about various approaches to personnel selection (e.g. cognitive ability test, employment interview, personality test, assessment centre, integrity test) is covered. Unit content is addressed from the perspective of scholarly research as well as applied practice.

Learning outcomes

Students are able to (1) understand the major forms of psychometric instruments used in the selection of employees; (2) select appropriate tests for different job specifications, administer, interpret and feed the results back to potential employees; and (3) understand the mechanics of employee assessment and know how to demonstrate different forms of validity as well as utility of the test.

Unit structure



Class 1:

24 February

1. Introduction to Psychometric Testing for Selection


Readings for this week:


  • Assessment and Selection Course Notes: Introduction to Occupational Testing
  • Viswesvaran, C. & Ones, D. S. (2010). Employee selection in times of change. International Review of Industrial and Organizational Psychology, 25, 169–226.
  • Bartram, D. (2004). Assessment in organisations. Applied Psychology: An International Review, 53, 237-259.
  • Klehe, U. (2004). Choosing how to choose: Institutional pressures affecting the adoption of personnel selection procedures. International Journal of Selection and Assessment, 12, 327–342.
  • Di Milia, L. (2004). Australian management selection practices: Closing the gap between research findings and practice. Asia Pacific Journal of Human Resources, 42, 214–228.




  • Online Assessment 1


Class 2:

March 3

2. Job Analysis and Ability Test Selection


Readings for this week:


  • Course Notes: Job Analysis; Test Selection
  • Shippmann, J. S., Ash, R. A., Battista, M., Carr, L., Eyde, L. D., Hesketh, B., Kehoe, J., Pearlman, K., Prien, E. P., & Sanchez, J. I. (2000). The practice of competency modeling. Personnel Psychology, 53, 703-740.
  • Bartram, D. (2005). The Great Eight Competencies: A criterion-centric approach to validation.  Journal of Applied Psychology, 90, 1185-1203.
  • Bertua, C., Anderson, N & Salgado, J.F. (2005). The predictive validity of cognitive ability tests: A UK meta-analysis. Journal of Occupational and Organizational Psychology, 78, 387–409.




  • Online Assessment 2 (note: use the Ability Test Reference Guide to assist you)
  • Competency Selection Activity; Test Selection Activity; Randomised Test Review


Class 3:

March 10

3. Interpreting Test Scores: Norms Groups, Correlations, and Reliability


Readings for this week:


  • Course Notes:
    • Scoring Systems and Norm Groups
    • Scoring Systems and Norm Groups Statistics
    • Correlation                         
    • Reliability




  • Online Assessments 3 to 10;
  • Creating In-house Norms; Range Restriction Exercise

Supplementary Readings:


  • Sackett, P. R., & Yang, H. (2000). Correction for range restriction: An expanded typology. Journal of Applied Psychology, 85, 112-118.
  • Schmidt, F. L., Oh, I.-S., & Le, H. (2006). Increasing the accuracy of corrections for range restriction: Implications for selection procedure validities and other research results. Personnel Psychology, 59(2), 281-305.
  • Schmidt, F. L., Shaffer, J. A., & Oh, I.-S. (2008). Increased accuracy for range restriction corrections: Implications for the role of personality and general mental ability in job and training performance. Personnel Psychology, 61(4), 827-868. doi: 10.1111/j.1744-6570.2008.00132.x


Class 4:

March 17

4. Test Administration and Ability Test Feedback


Readings for this week:


  • Course Notes: Test Administration
    • Feeding back Ability Test Results
    • Hausknecht, J., Halpert, J. A., Di Paolo, N. T., Moriarty, G., Meghan, O. (2007). Retesting in selection: A meta-analysis of coaching and practice effects for tests of cognitive ability. Journal of Applied Psychology, 92, 373-385.
    • Madigan, J. & Macan, T. H. (2005). Improving applicant reactions by altering test administration. Applied H.R.M. Research, 10, 73-88.
    • Nye, C. D., Do, B.-R., Drasgow, F., & Fine, S. (2008). Two-step testing in employee selection: Is score inflation a problem? International Journal of Selection and Assessment, 16(2), 112-120. doi: 10.1111/j.1468-2389.2008.00416.x
    • Arthur, W., Jr., Glaze, R. M., Villado, A. J., & Taylor, J. E. (2010). The magnitude and extent of cheating and response distortion effects on unproctored Internet-based tests of cognitive ability and personality. International Journal of Selection and Assessment, 18(1), 1-16. doi: 10.1111/j.1468-2389.2010.00476.x
    • Bauer, T. N., Maertz, C. P. Jr., Dolen, Michael, R., & Campion, M. A. (1998). Longitudinal assessment of applicant reactions to employment testing and test outcome feedback. Journal of Applied Psychology, 83, 892-903.




  • Prepare for test administration and feedback practicals (details given in class)
  • Complete online personality questionnaire (log-in details will be emailed in Week 2)

Class 5:

March 24

5. In class assessment – Practical Exercises


Test Administration Practical (5%)                 Ability Test Feedback Practical (5%)


Class 6:

March 31

6. Test Evaluation: Test Validity and Test Utility


Readings for this week:


  • Course Notes:   Validity
    • Utility of Occupational Testing
    • Fair Selection and Test Ethics
    • Robertson, I.T., Smith, M. (2001), Personnel selection. Journal of Occupational and Organizational Psychology, 74, 441-72.
    • Van Iddekinge, C. H. & Ployhart, R. E. (2008). Developments in the criterion-related validation of selection procedures: a critical review and recommendations for practice. Personnel Psychology, 61, 871–925.
    • Schmidt, F. L, & Hunter, J. E. (1998). The validity and utility of selection methods in personnel psychology: Practical and theoretical implications of 85 years of research findings. Psychological Bulletin, 124, 262-274.
    • Latham, G. P., & Whyte, G. (1994). The futility of utility analysis. Personnel Psychology, 47, 31–46.
    • Hough, L.M., & Oswald, F.L. (2000). Personnel selection: looking toward the future – remembering the past, Annual Review of Psychology, 51, 631-64.




  • Online Assessments 11 - 14
  • Assessment of  a personality questionnaire (details provided in class)


April 7

No class (Non-teaching break)

Class 7:

April 14

 7. Interviews


Readings for this week:

  • Huffcutt, A.I., Conway, J.M, Roth, P.L, Stone, N.J. (2001). Identification and meta-analytic assessment of psychological constructs measured in employment interviews. Journal of Applied Psychology, 86, 897- 913.
  • McDaniel, M. A., Whetzel, D. L., Schmidt, F. L., & Maurer, S. D. (1994). The validity of employment interviews: A comprehensive review and meta-analysis. Journal of Applied Psychology, 79, 599 - 616.
  • Barclay, J.M. (2001). Improving selection interviews with structure: Organisations' use of "behavioural" interviews.  Personnel Review, 30, 81-101.
  • Judge, T.A., Higgins, C.A., & Cable, D. M. (2000). The employment interview: A review of recent research and recommendations for future research.  Human Resource Management Review, 10, 383-406.
  • van der Zee, K. I., Bakker, A. B., & Bakker, P. (2002). Why are structured interviews so rarely used in personnel selection?  Journal of Applied Psychology, 87, 176-184.



  • Revise for Exam


Bring calculator to exam in Class 8‼‼!  Note that mobile phones will not be permitted

Class 8:

April 21

8. In-Class Exam

Class 9:

April 28

 9. Guest Lecture (Karina Jorritsma)

Class 10:

May 5

10. Personality Questionnaires


Readings for this week:

  • Hough, L. M. & Oswald, F. L., (2008). Personality testing and Industrial–Organizational Psychology: Reflections, progress, and prospects. Industrial and Organizational Psychology, 1, 272–290.
  • Barrick, M. R., Mount, M. K., & Judge, T. A.  (2001). Personality and performance at the beginning of a new millennium. What do we know and where do we go next? International Journal of Selection and Assessment, 9, 9 - 30.
  • Tett, R. P., Jackson, D. N., & Rothstein, M. (1991). Personality measures as predictors of job performance: A meta-analytic review. Personnel Psychology, 44(4), 703-742.
  • Hogan, J., & Holland, B. (2003). Using theory to evaluate personality and job-performance relations: A socioanalytic perspective. Journal of Applied Psychology, 88(1), 100-112. doi: 10.1037/0021-9010.88.1.100


Class 11:

May 12

 11. Other Assessment Types


Readings for this week:


  • Lievens, F. (2002). Trying to understand the different pieces of the construct validity puzzle of assessment centers: An examination of assessor and assessee effects Journal of Applied Psychology, 87, 675-686.
  • Lievens, F. (1998). Factors which improve the construct validity of assessment centers: A review. International Journal of Selection & Assessment, 6, 141-152.
  • McDaniel, M. A., Hartman, N. S., Whetzel, D. L., & Grubb, W. (2007). Situational judgment tests, response instructions, and validity: A meta-analysis. Personnel Psychology, 60(1), 63-91.
  • McDaniel, M. A., Morgeson, F. P., Finnegan, E. B., Campion, M. A., & Braverman, E. P. (2001). Use of situational judgement tests to predict job performance: A clarification of the literature. Journal of Applied Psychology, 86, 730-740.
  • Van Iddekinge, C. H., Putka, D. J., & Campbell, J. P. (2011). Reconsidering vocational interests for personnel selection: The validity of an interest-based selection test in relation to job knowledge, job performance, and continuance intentions. Journal of Applied Psychology, 96(1), 13-33. doi: 10.1037/a0021193
  • Van Iddekinge, C. H., Lanivich, S. E., Roth, P. L., & Junco, E. (2013). Social media for selection? Validity and adverse impact potential of a Facebook-based assessment. Journal of Management. doi: 10.1177/0149206313515524



Class 12:

May 19

 12. Making Decisions and Integrating Data

Reading for this week:

  • Gatewood, R.D., & Feild, H.S. & Barrick, M. (2011). Strategies for selection decision making. In R. D. Gatewood, H. S. Feild, and M. Barrick (Eds.), Human Resource Selection, 7th Edition, (pp 211-242). South-Western/Thomson Learning.
  • Noon, M. (2012). Simply the best? The case for using ‘threshold selection’ in hiring decisions, Human Resource Management Journal, 22, January 2012, 76–88.
  • Campion, M. A.,  Outtz, J. I., Zedeck, S., Schmidt, F. I., Kehoe, J. F., Murphy, K. R.,  and Guion , R. M. (2001).  The controversy over score banding in personnel selection: answers to 10 key questions. Personnel Psychology, 54, 149–185.


Class 13:

May 26

 13. Ethical Considerations in Assessment and Selection

Useful additional resources:




Online Assessment 15

June 2

Case Study Analysis Due

(See Timetable)

Unit schedule

Teaching and learning responsibilities

Teaching and learning strategies

Charter of student rights and responsibilities

Student Guild contact details

Uses of student feedback


Information for students with disabilities


Assessment overview

Typically this unit is assessed in the following way(s): (1) practical exercises; (2) in-class examination; (3) assessment 'workbook'; (4) assignment; and (5) attendance. Further information is available in the unit outline.

Assessment mechanism

#ComponentWeightDue Date
1In-Class Practicals x 210March 24, 2015
2In-Class Examination35April 21, 2015
3Online Homework Exercises x 1530Varying – check LMS and Unit Schedule
4Case Study Analysis2511:59pm
June 2, 2015

Assessment items

Item TitleSubmission Procedure for Assignments
In-Class Practicals x 2In class exercise
In-Class ExaminationIn class examination
Online Homework ExercisesExercises are hosted on LMS
Case Study AnalysisGroup assignment to be submitted via LMS
ParticipationNot applicable

Academic literacy and academic misconduct

Appeals against academic assessment

Textbooks and resources

Recommended texts

There is no formal text book for this unit.

Suggested alternate texts

In general, the course notes provide the majority of what it is that you will need to pass the exam and to complete the case study. It is important to remember, however, that the notes are a distillation of a much broader research literature. You are encouraged to explore each of the session topics in more detail in your own time. To get you started, some additional references that you may wish to consult will be provided and are available via OneSearch on the University Library website http://www.is.uwa.edu.au. The list of resources provided here is not exhaustive and I know there are some very recent reviews in journals that would be relevant to the topic headings covered. Further, the literature in Assessment and Selection is constantly changing. In the course of your research, if you come across some new and interesting resources, it would be very helpful if you could share those resources with your colleagues.
Required Readings
 Course Notes (provided on LMS)
 Selected Journal Articles
Helpful Resources
Gatewood, R.D., & Feild, H.S. & Barrick, M. (2011). Human Resource Selection (7th Ed.). South-Western/Thomson Learning.
Cascio, W.F., & Aguinis, H. (2011). Applied Psychology in Human Resource Management (7th Ed.). Upper Saddle River, NJ: Pearson Prentice Hall.
Kaplan, R.M. & Saccuzzo, D.P. (2009). Psychological Testing: Principles, Applications, and Issues (8th Ed.) Belmont: Thompson Wadsworth.

Other Useful Resources
The official publication of the Australian Human Resources Institute (www.ahri.com.au) is the Asia Pacific Journal of Human Resources. You may find this journal useful for keeping up-to-date with industrial relations, and other human resource issues that are affecting the Australian working environment.

For extensive and interesting information on organisational psychology, visit the web page of The Society for Industrial and Organizational Psychology (SIOP) in the USA: www.siop.org.

Some further useful websites may include:
• Australian Psychological Society www.psychology.org.au
• British Psychological Society www.bps.org.uk
• American Society for Training & Development www.astd.org
• Society for HR Management www.shrm.org
• Chartered Institute for Personnel & Development www.cipd.co.uk
• Department of Education, Employment & www.deewr.gov.au
Workplace Relations

Additional texts

Technical requirements

Software requirements

Additional resources and reading

Other important information