Job Knowledge Tests
Job Knowledge Tests
Job knowledge tests, sometimes referred to as achievement or mastery
tests, typically consist of questions designed to assess technical or
professional expertise in specific knowledge areas. Job knowledge tests
evaluate what a person knows at the time of taking the test. Unlike cognitive ability tests, there is no attempt to
assess the applicant's learning potential. In other words, a job knowledge
test can be used to inform employers what an applicant currently knows, but not
whether the individual can be relied on to master new material in a timely
manner. Job knowledge tests are not appropriate when applicants will be
trained after selection in the critical knowledge areas needed for the job.
Job knowledge tests are used in situations where applicants
must already possess a body of learned information prior to being hired. They
are particularly useful for jobs requiring specialized or technical knowledge
that can only be acquired over an extended period of time. Examples of job
knowledge tests include tests of basic accounting principles, computer
programming, financial management, and knowledge of contract law. Job
knowledge tests are often constructed on the basis of an analysis of the tasks that
make up the job. While the most typical format for a job knowledge test is a
multiple choice question format, other formats include written essays and
fill-in-the-blank questions.
Licensing exams, agency certification, and/or professional
certification programs are also job knowledge tests. Licensure and
certification are both types of credentialing — the process of granting a
designation that indicates competence in a subject or area. Licensure is more
restrictive than certification and typically refers to the mandatory
Governmental requirement necessary to practice in a particular profession or
occupation. A passing score on a job knowledge test is typically a core
requirement to obtain a professional license. Licensure implies practice and
title protection. This means only individuals who hold a license are permitted
to practice and use a particular title. For example, to practice law, a law
school graduate must apply for admission into a state bar association that
requires passing the bar licensure examination. Certification is usually a
voluntary process instituted within a nongovernmental or single Governmental
agency in which individuals are recognized for advanced knowledge and skill.
As with licensure, certification typically requires a passing score on a job
knowledge exam.
Considerations:
- Validity —
Knowledge areas tested are very representative of those required to
perform the job (i.e., high degree of content
validity); Performance on job knowledge tests relates highly to
performance on the job (i.e., high degree of criterion-related
validity); Can add a substantial amount of incremental validity above and beyond the validity
provided by general cognitive ability tests; Customized job knowledge
tests have been shown to have slightly higher validity than off-the-shelf
tests
- Face Validity/Applicant
Reactions — Applicants often perceive job knowledge tests as being very
fair (i.e., as having a high degree of face validity) because such tests
are typically designed to measure knowledge directly applied to
performance of the job
- Administration Method — Can be
administered via paper and pencil or electronically
- Subgroup Differences — Tend to
produce race and ethnic group differences larger than other valid
predictors of job performance (e.g., work sample
tests, personality tests)
- Development Costs — Typically
expensive and time consuming to develop; Frequent
updates to the test content and validation may be needed to keep up with
changes in the job; Cost of purchasing an off-the-shelf job
knowledge test is typically less expensive than developing a customized
test
- Administration Costs —
Generally inexpensive and requires few resources for administration
- Utility/ROI — High return on
investment if you need applicants who possess technical expertise in
specific job knowledge areas; Utility is lower when the job knowledge test
contributes little to the prediction of job performance above and beyond
inexpensive and readily available cognitive
ability tests
- Common Uses — Best used for
jobs requiring specific job knowledge on the first day of the job (i.e.,
where the knowledge is needed upon entry to the position)
References:
(See Section VI for a summary of each article)
Dubois, D.,
Shalin, V. L., Levi, K. R., & Borman, W. C. (1993). Job knowledge test
design: A cognitively-oriented approach. U.S. Office of Naval
Research Report, Institute Report 241, i-47.
Dye, D. A., Reck,
M., & McDaniel, M. A. (1993). The validity of job knowledge measures. International
Journal of Selection and Assessment, 1, 153-157.
Ree, M. J., Carretta, T. R., & Teachout, M. S. (1995). Role of
ability and prior job knowledge in complex training performance. Journal of
Applied Psychology, 80(6), 721-730.
Roth, P. L., Huffcutt, A. I., & Bobko, P. (2003). Ethnic group
differences in measures of job performance: A new meta-analysis. Journal of
Applied Psychology, 88(4), 694-706.
Sapitula, L., & Shartzer, M. C. (2001). Predicting the job
performance of maintenance workers using a job knowledge test and a mechanical
aptitude test. Applied H.R.M. Research, 6(1-2), 71-74.
NOTE: The following Society for Industrial and
Organizational Psychology (SIOP) website contains information on Job Knowledge
Tests:
http://www.siop.org/workplace/employment%20testing/employment_testing_toc.aspx