ABSTRACT
Ensuring that applicants respond favorably to test feedback begins with test development. This chapter explores the role of feedback in the assessment process. The psychologist develops a screening technique to identify candidates for further analysis and ultimately formulates an individual assessment consisting of a battery of personality tests along with background and situational interview questions for the top candidates. The company human resources department works with the chief executive officers to hire an executive search firm to help identify candidates. Assessment centers combine a host of qualitative and quantitative data about candidates and are used for selection, promotion, and development for general management positions and for specific functions and various industries, such as manufacturing, banking, and sales. Practitioners need to make fundamental decisions about giving feedback, recognizing that feedback may affect applicants' reactions to the testing situation, the organization, and their self-image.
