Question

Which selection tool is considered the LEAST useful by most HR managers?

A) interview
B) reference letters
C) application form
D) academic record
E) psychological tests

Answer 1

Psychological tests may be considered the least useful selection tool by HR managers due to validity and reliability concerns, and difficulties correlating test results with job performance.

Step-by-step explanation:

A student wondered which selection tool is considered the LEAST useful by most HR managers. The options provided were an interview, reference letters, an application form, an academic record, and psychological tests. Based on prevailing research and practices, psychological tests may be considered the least useful in some contexts. This stems from potential problems and issues in the application of these tests within employment settings, as noted by Arthur, Woehr, and Graziano. They highlighted that personality testing, which is common in psychological tests, could be problematic when used in typical selection practices due to validity and reliability concerns among others.

Reference letters, while useful, can also be subjective and potentially less reliable than other methods such as interviews and academic records. However, the least utility of psychological tests can also be attributed to the difficulty in accurately correlating test results with job performance, the potential for bias or discrimination, and the variance in how such tests are administered and interpreted across different organizations.