ABSTRACT
Industrial/organizational (I/O) psychologists and assessment consultants commonly construct selection test batteries that are used to staff jobs. A selection test battery can consist of a number of selection methods, including paper-and-pencil tests, structured interviews, work samples, simulations, reference checks, and background investigations. Each of these methods can, in turn, be designed to assess a variety of knowledge, skills, abilities, and other characteristics and competencies (Arthur & Villado, 2008). Furthermore, for each construct-method combination, the consultant can choose to (a) use an off-the-shelf, previously developed, standardized instrument, or (b) develop tailored or customized instruments (e.g., locally developed tests either for personnel selection or licensure and certification purposes) based on local information. Regardless of the choice or approach, the starting point for the process will be a job analysis study. That is, in the selection test battery development process, job analysis is the first step. Consequently, in terms of a process model, job analysis is the input, test selection or development is the throughput, and the final selection test battery, ready for administration, is the output.
