Work Sampling Tests
A work sampling test needs the applicant really does a sample of the work that the job involves in a controlled situation. Instance of work sampling tests include:
- Programming test for the post of computer programmers.
- Standard driving course for the vacancy of deliver persons.
- Standardized typing, work processing, or spreadsheet applications difficulty for the filling of secretarial and clerical help.
- Auditions used by balled or symphony orchestra company.
- Stimulated "in basket" tests for managers. A standardized set of memos, requests, and so on, is provided to the applicant, who has to dispense with them as she or he would if the work were genuine.
Difference of these work sampling tests is used in various organizations. Applicants are often asked to run the technology they would run if they got the job. Then the quality and quantity of their work are graded systematically and compared with the work of other applicants.
Over a big number of selection situations, work sampling tests have demonstrated a number of highest validity of all hiring tests. The presumed advantage of these tests over other types of selection tools lies in their direct and apparent relationship with performance of the job. For this relationship to actually exist, however, the content of the job has to be well documented through job analyses. Care has to be taken not to confuse face validity with actual validity. Face validity is how fine a test looks for a given situation. Several tests that are valid also seem valid, but that is not always in the case. Sometimes a test that seems to have no logical relationships to a specific job may prove to be a suitable predictor of performance on that job. Nonetheless, job sample tests are a confirmed method of selection in various organizations.