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Retaking ability tests in a selection setting: implications for practice effects, training performance, and turnover.

John P Hausknecht1, Charlie O Trevor, James L Farr

  • 1Department of Psychology, Pennsylvania State University, University Park 16802, USA. jhaus@psu.edu

The Journal of Applied Psychology
|May 11, 2002
PubMed
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Candidates improved selection test scores with repeated testing. The number of tests taken to get hired positively impacted training performance and reduced employee turnover.

Area of Science:

  • Organizational Psychology
  • Human Resources Management
  • Selection Testing

Background:

  • Law enforcement agencies utilize selection tests to evaluate candidates.
  • Concerns exist regarding score inflation due to repeated test administrations.
  • Understanding the impact of repeat testing on performance is crucial for effective recruitment.

Purpose of the Study:

  • To investigate the effect of retaking identical selection tests on candidate scores.
  • To examine the relationship between repeat testing, training performance, and employee turnover.
  • To validate persistence and continuance commitment rationales in a selection context.

Main Methods:

  • Field study involving 4,726 law enforcement candidates.
  • Analysis of score changes across multiple administrations of cognitive and oral communication tests.

Related Experiment Videos

  • Examination of posthire performance and turnover data for 1,515 selected candidates.

    • Main Results:

    • Significant score increases observed between the 1st and 2nd, and 2nd and 3rd test administrations for both test types.
    • The number of tests required for selection positively correlated with training performance.
    • Increased testing for entry was negatively associated with the probability of employee turnover.

    Conclusions:

    • Repeated testing leads to score improvements in selection assessments.
    • The effort invested in gaining entry through multiple test attempts predicts better job performance and retention.
    • Selection processes should consider the implications of repeat testing and candidate commitment.