Final answer:
Choosing the right test for a selection plan should be based on the job's requirements, focusing on the most predictive and relevant type of assessment, such as cognitive ability, job-specific skills, or personality traits.
Step-by-step explanation:
Selection Plan and Tests
In the context of your question regarding which one test to include in a selection plan, it is essential to consider the nature of the job and what the test is intended to evaluate. When organizations incorporate tests in their selection process, they often look for the most predictive and relevant assessments. In the example provided, the Wonderlic Personnel Test (WPT) is mentioned, which measures cognitive ability. This test could be a good choice if the job requires a high level of cognitive processing and problem-solving skills.
However, if the job requires specific practical skills or a certain personality type, a job-specific skills test or a personality test might be more appropriate. It is critical that the selected test accurately reflects the abilities needed for the job and that the cutoff scores are set in a way that enables the identification of suitable candidates. This decision must be aligned with the job requirements and legal standards, ensuring that it is fair and non-discriminatory.
In summary, you would need to match the test with the key competencies required for the position. The plan you are creating should give a clear picture of the candidate’s potential performance in the job role.