THE
Public Service of Victoria recruits about 500 Clerical Assistants each year, and in mid-1978 it introduced new
selection procedures for these positions. These use a behaviourally-oriented test of specific job-related skills
(developed within the Service) and an interview to develop a skills and preferences profile for each suitable applicant.
The old selection procedure used only an interview to assess applicants 'skills — comparison of the results of the old
and the new procedures shows that the interviews failed to select those with significantly greater job-related skills than
those it rejected.
Get full access to this article
View all access options for this article.
References
1.
G.C. Helmstadter , Principles of Psychological Measurement, Methuen and Co., London, 1966.
2.
C.E. Schneier , "Content Validity: the necessity of a behavioural job description", The Personnel Administrator, February 1976, pp. 38-44.
3.
D.H. Rosenbloom and C.C. Obuchowski, "Public Personnel Examinations and the Constitution: Emergent Trends", Public- Administration Review, January-February 1977, pp. 9-18.
4.
S. Wollack , "Content Validity: its Legal and Psychometric Basis", Public Personnel Management, 5:6, 397-408 (November-December 1976).
5.
R.L. Thorndyke and E. Hagen, Measurement and Evaluation in Psychology and Education, 3rd Edition, John Wiley and Sons Inc., New York; 1969.
