Abstract
This article focusses on effects of various forms of preparation on intelligence tests in personnel selection. From earlier and recent research, effects between .5 and 1 SD seem quite normal. Consequences of test preparation and coaching for procedural fairness and validity are discussed. Furthermore it is argued that from an autonomous point of view, mature applicant behavior and treatment require a horizontal selection paradigm: applicants are no longer seen as ‘objects’, but as primary stakeholders in the selection procedure and instrument as chosen. In turn, this means a change in the role of selection psychologists. They transform into advisers, so they can do what they excell in: with help of psychological data advise people in what sort of job they will best fulfill their potential
Translated title of the contribution | The smart applicant: (dis) advantages of practice and coaching for intelligence tests |
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Original language | Dutch |
Pages (from-to) | 138-44 |
Journal | De Psycholoog |
Volume | 3 |
Publication status | Published - 2007 |
Keywords
- coaching and practice effects, tests, questionnaires, selection procedures