In article <[EMAIL PROTECTED]>,
jim clark <[EMAIL PROTECTED]> wrote:
> Hi
>
> On Tue, 26 Dec 2000, John Uebersax wrote:
> > IMHO, psychological tests in this case should not substitute for a
> > thorough interview and human judgment.
> >
> > Just my .02 worth.
>
> There is a considerable literature on clinical judgment (i.e.,
> interview and human judgement) vs. actuarial predictions (i.e.,
> predictions from demonstrably valid regression equations ...
> human judgment _might_ be used in producing individual predictor
> scores, but not in aggregating them). In general, human judgment
> does not fare all that well relative to actuarial (i.e.,
> statistical) methods. Interesting that someone posting to a
> statistical newsgroup would advocate the non-statistical approach
> to selection problems.
>
> Best wishes
> Jim
>
>
========================================================================
====
> James M. Clark (204) 786-9757
> Department of Psychology (204) 774-4134 Fax
> University of Winnipeg 4L05D
> Winnipeg, Manitoba R3B 2E9 [EMAIL PROTECTED]
> CANADA
http://www.uwinnipeg.ca/~clark
>
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What kind of statistical methods are used in screening job applicants?
Do people who apply for a faculty position at your department have to
take such a psychological test too? What about the drawing tests or
graphology? Are they valid tests based on statistical method?
--
T.S. Lim
[EMAIL PROTECTED]
www.Recursive-Partitioning.com
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