[IPAC-List] Personality Assessments

[Michael McDaniel (WSF)]

Concerning Tony's remarks regarding forced-choice and IRT scoring and Dan's
remarks, I have five comments.

1. Fritz Drasgow gave a talk on this approach raised by Tony at the IPAC
conference in Columbus this year and the video of his talk is on the IPAC
web site.  His paper in the SIOP journal is also of some relevance. I
suspect that there are some Federal tech reports on the topic as well.  I
cannot speak to whether this approach addresses the assertion that faking
is both "controllable and detectable" as I have not read most of this
literature.
2. Outside of a large federal agency, I don't know of anyone who has
implemented this approach operationally. Perhaps others have and I just
don't know about it.
3. To the best of my knowledge, this approach is not used by Harry's
organization.
4. I doubt that this approach will soon be used by IPAC-affiliated
organizations both because of the sample size requirements and the
statistical skills required.
5. I agree with Dan Putka (how can one not agree with Dan Putka?)

I will revise my position as follows: Except for the possibility of
personality assessment with an IRT scoring approach and with a forced
choice response format, I know of no good reason for using a personality
test in personnel selection other than perhaps to add some near random
variance to scores in hopes of reducing mean subgroup differences at the
likely cost of reducing validity.

Best wishes,

Mike


On Wed, Sep 11, 2013 at 2:49 PM, Barry Casey <
barry.casey at cahabavalleyfire.org> wrote:


> Greetings.

>

> In a previous professional life, I worked in personnel assessment with a

> Civil Service Board in Alabama.  I have been contacted by another Fire

> District in our area about helping them with a promotional examination.

>  However, they have concerns that some of the candidates that they believe

> will do well, would not be a good fit due to the personalities of the

> potential promotional candidates.  Essentially, they are concerned that the

> individuals' ego would prevent them from being an effective company officer.

>

> Are any of you aware of any assessments that may help to identify those

> personality traits that may problematic for the District.

>

> Any advice is welcomed.

>

> Thanks,

>

> Barry P. Casey

> Executive Assistant to the Chief

> Cahaba Valley Fire and EMR District

> 145 Narrows Dr

> Birmingham AL 35242

> 205-991-6664

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-- 
Michael A. McDaniel, Ph.D.
Work Skills First, Inc.
Voice: 804-277-9730
E-Mail: McDaniel at WorkSkillsFirst.com
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