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Paper-and-pencil tests are widely used to select job applicants for employment. However despite such usage, a number of myths or misconceptions surrounds the topic of personnel testing and circulates among both proponents and opponents of testing. These myths suggest general lack of information about the characteristics of tests.
For instance, it is not unusual to hear individuals say they believe or do not believe in tests. Belief should have nothing to do with one's perspective on tests. Professionally-developed tests are based on scientific principles and have clear benefits and clear limitations.
Types of tests
There are many different types of tests. One popular myth is that interviews are not tests. The truth is that interviews are tests. Any assessment procedure used to make decisions regarding a job applicant's qualifications is a test. Traditionally, if the procedure involves a written format it has been referred to as a test. If the screening process uses an oral format it has been called an interview. If the selection procedure involves a physical or hands-on component it is often referred to as a simulation.
Recognizing the different types of assessment procedures should clarify perceptions of paper-and-pencil tests. A paper-and-pencil test is a measurement procedure that involves a written format. The important point is format of the assessment procedure should only be a secondary concern. The primary concern involves the characteristics being measured. Once this has been determined, the appropriate format may be identified.
For example, if an employer is interested in assessing math skills or work attitudes, a written test would be most appropriate. Written tests are capable of measuring these characteristics and are generally less expensive than alternative formats. A written format is also more likely to provide applicants with standardized conditions.
If applicants were to be assessed on interpersonal skills or persuasive ability, an oral format may be required to adequately measure these skills. If an employer wanted to access an applicant's presentation skills or driving ability, some type of simulation may be required. In addition, certin capabilities could be measured using alternative formats and the results would be identical. For instance, an oral or written format could be equally effective in assessing simple math skills. This further demonstrates the relative insignificance of the selection procedure's format.