This practical guide will teach you how to conduct pre-employment screenings that are technically competent, ethically appropriate, and legally defensible. Pertinent research is presented. Problems with the use of the MMPI, CPI, and other standardized tests are discussed. Considerations such as informed consent, feedback of results to applicants, and the marketing of screening services are addressed. Case examples are included. For all clinicians who consult with organizations, businesses, or government agencies about employee selection and psychological screening.
--- from the publisher
"Dr. Lowman's book is a timely and most significant contribution. Screening for psychopathology is a burgeoning activity replete with validity problems, ethical questions, and overenthusiastic marketing. This book lays out the known facts and the troublesome issues with convincing clarity. It should be widely studied."
*Douglas W. Bray, PhD, Chairman of the Board, Development Dimensions International
"This brief book is the most succinct and practical statement about the pitfalls and research needs of pre-employment screening that I know of. although Lowman focuses on psychopathology, he provides a neatly structured lesson plan for any practitioner or researcher who wants to evaluate and improve the quality of their selection service or research."
*John L. Holland, PhD, Department of Sociology, The Johns Hopkins University
GUIDELINES FOR PRACTICE
VALIDITY OF PRE-EMPLOYMENT PSYCHOLOGICAL SCREENING
Two Examples: Nuclear Power Personnel and Police
Nuclear Power Personnel
* What is Being Screened Out?
* Validity of Psychological Tests for Pre-Employment Screening
Important, Unresolved Issues
* Does Psychopathology Interfere with Job Performance?
* Situational Factors
* For How Long Is a Psychological Screening Measure Valid?
* The Base Rates of Applicant Impairment and Rejection
* Use of Multiple vs. Single Measures to Screen Applicants
* Use of Cut-Off Scores in Screening
* Is Using Imperfectly Valid Psychological Screening Measures Better than Not Screening at All?
Summary and Recommendations: Validity
Recommendations for Future Validity Studies
* Response Bias
* Validity Generalization vs. Occupational Specificity
* Issues with Predictors
* Issues with Criterion Measures
* The Longitudinal Perspective
OTHER PROFESSIONAL PRACTICE ISSUES
Feedback to Job Applicants on the Results of Testing
Advertising and Marketing of Psychological Screening Services
SUMMARY OF PROFESSIONAL PRACTICE RECOMMENDATIONS
Reach Consensus on Screening Criteria
Clearly Identify Screening Criteria and Specify Reservations
Encourage and Conduct Validity Research
Obtain "Informed Consent" from Job Applicants
Protect the Rights of Those Rejected by Psychological Screening
Provide Feedback When It Is Requested
Protect the Confidentiality of Psychological Data
Recognize that Psychological Screening Alone Is Insufficient
About the Author:
Rodney L. Lowman, PhD, is currently Director of Occupational Mental Health Programs and Director of the Career Assessment and Development Laboratory for the Occupational Health Service at Duke University Medical Center. He also holds faculty appointments in the Divisions of Occupational Medicine and Medical Psychology. His training encompasses both clinical and industrial/organizational psychology and he has worked at the interface of these two areas throughout his career. Licensed to practice psychology in both Texas and North Carolina, Dr. Lowman provides both clinical and consulting services in addition to his academic and administrative responsibilities. He currently serves on the Ethics Committee of the American Psychological Association, the editorial board of Professional Psychology, and is listed in Who's Who in the South and Southwest.