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This paper aims to present the results of a systematic review of the evidence on psychometric properties of information literacy (IL) tests.

A two-stage search strategy was used to find relevant studies in two subject and three general databases. A descriptive review of test characteristics and psychometric properties was presented. The review included 29 studies describing psychometric properties of 18 IL tests.

It was found that the classical test theory was applied for all tests. However, the item response theory was also applied in three cases. Most of the psychometric tests were developed in the USA using ACRL IL competency standards. The most commonly used psychometric analyses include content validity, discriminant validity and internal consistency reliability.

Only studies in English language are included in this review.

The study recommends that standards should be developed for the use and reporting of psychometric measures in designing IL tests. Librarians need to be trained in psychometric analysis of tests.

It is the first study that systematically reviewed psychometric properties of IL tests. The findings are useful for librarians who are teaching IL courses.

The diagnostic process after referral to an acute psychiatric treatment facility consists of more than the clinical investigation and laboratory tests. Psychometric tests in a broad range of languages may be such an augmentation of our diagnostic armamentarium. Whether such tests are in use, and how they are distributed among different patient categories was the aim of the study. All referrals in one calendar year (N=1168), as they are depicted in the hospital computerized medical records, were investigated. Fifty-six (6.1%) out of 926 ethnic Norwegians and six (3.0%) out of 198 non-Western immigrants were tested, whereas none of the 44 Western immigrants. The difference between ethnic Norwegians and the immigrants was significant (Z=-3.05 and P=0.002). Psychometric tests were thus almost not in use, and even lesser so in immigrants. Mean number of resident days was higher among those tested, 11.7 (SD=11.2) versus those not tested, 7.4 (SD=10.4) days, t=2.97 and P=0.004. Length of stay for ethnic Norwegians did not differ from that for non-Western immigrants 11.4 versus 11.7, respectively. The patients tested were older than those not tested. Mean age was 43.0 (SD=14.4) versus 38.8 (SD=12.1), with a t=2.65 and P=0.03. The difference in resident days between all immigrants and ethnic Norwegians was significant with a Z=−2.232 and P=0.026. Level of testing was higher in ethnic Norwegians, and the tested patients stayed longer, maybe indicating more room for testing. Whether this low test-activity influences treatment quality is an unsettled question.

The purpose of this paper is to address the issue of failing to psychometrically test questionnaire instruments when measuring university students’ attitudes towards plagiarism. These issues are highlighted by a psychometric evaluation of a commonly used (but previously untested) plagiarism attitudinal scale.

The importance of psychometric testing is shown through an analysis of a commonly used scale using modern techniques (e.g. Rasch analysis) on 131 undergraduate education students at an Australian university.

Psychometric analysis revealed the scale to be unreliable in its present form. However, when reduced to an eight-item subscale it became marginally reliable.

The main implication of this paper is that questionnaire instruments cannot be assumed to function as they are intended without thorough psychometric testing.

The paper offers valuable insight into the psychometric properties of a previously untested but commonly used plagiarism attitudinal scale.

The paper offers a straightforward and easy to understand introduction to researchers in higher education who use questionnaires/surveys in their research but lack an understanding of why psychometric testing is so critical. While similar papers have been written in other fields which advocate psychometric approaches, such as Rasch analysis, this has not been the case in higher educational research (or mainstream educational research for that matter).

The purpose of this paper is to investigate the impact of national culture on organizations’ use of selection practices, specifically to investigate the impact of in-group collectivism, uncertainty avoidance and power distance on interview panels, one-on-one interviews, applications forms, references, ability, technical and psychometric tests.

This study uses survey data from the 2008–2010 CRANET database. It uses OLS regression analysis to test the impact of national culture on organizations’ use of selection practices.

In-group collectivism increases the use of panel interviews and technical tests, and decreases the use of one-on-one interviews and application forms. Uncertainty avoidance increases the use of panel interviews and technical tests, and a decrease in one-on-one interviews, applications ability, and psychometric tests. Power distance leads to an increase in one-on-one interviews, applications and ability tests, and a decrease in panel interviews, psychometric tests and references.

This paper investigates the use of the impact of national culture on selection practices. Specifically, it looks at the use of a large number of selection practices panel interviews, one-on-one interviews, applications and references, and several different tests, ability, technical and psychometric.

Service employees in subordinate service roles are crucial for operational efficiency and service quality. However, the stressful nature of these roles, inappropriate hire selection, and the proliferation of job boards have created massive recruitment problems for HR departments. The purpose of this paper is to highlights the growing costs of recruiting the right candidates for service roles while offering an alternative approach to recruitment that is more efficient and effective than the traditional approach.

The study offers empirical evidence of five instances in which the use of psychometric sifting procedures reduced recruitment costs, while improving the quality of the resultant hires.

By standing the traditional recruitment process “on its head” and using psychometric tests at the start of the selection process, the recruitment process can be significantly improved. Such tests efficiently weed out unsuitable candidates before they even enter the recruitment process, leaving a smaller, better-qualified pool for possible recruitment.

Firms can safely use the psychometric sifts to select applicants according to their operational efficiency, customer orientation, and overall performance. This paper illustrates the use of both traditional questionnaire measures and situational judgment tests to remove unsuitable applicants at the start of the selection process. A real-life case study suggests that such an approach increases the hiring success rate from 6:1 to 2:1. In the opening of a new supermarket by a UK group, this process saved 73,000 hours of managers’ time, representing $1.8 million savings in opening costs.

The paper offers a viable cost-saving alternative to a growing problem for HR departments in service firms and provides directions for further research.

Sets out the various categories of psychometric assessment tools and explores how they might be used by the employment counsellor.

This paper aims to describe the impact of internet technology on psychometric testing and the issues this raises for best practice in test use.

The approach draws on best practice in the field of psychometrics and the author's experience in using the internet for test delivery.

The internet offers may significant advantages for the delivery and application and psychometric tests, but also poses a number of significant challenges to good test use, particularly in terms of the quality of test materials, effective administration and the authenticity of test results. These challenges, however, need not undermine the effectiveness of tests when they are used sensitively and with due regard for the issues raised by remote testing through the internet. Engaging respondents in the testing process is identified as key to all parties getting the maximum value from the applications of tests, as is a developmental mindset which identifies the value to both test users and respondents of participating in any testing process.

Users of internet‐based tests need to be aware of how to evaluate the quality of test materials and how to administer tests effectively. Although issues around respondent authenticity remain, these can be significantly overcome by helping test takers seen how they will benefit from test completion. Guidelines are given to test users on effective test administration.

This paper offers practical guidance on how to maximise the effectiveness of the increasing number tests that are available for internet delivery.

With the steady overall development of the continent, the African business landscape over the last decade has witnessed increased growth through numerous avenues. Growth has been through the emergence of formalised small and medium enterprises, the growth of business and transition from one scale to another as well as inward foreign direct investment. The purpose of this paper is to investigate how this business growth can be sustained, particularly in the area of talent management, within the framework of the United Nations Sustainable Development Goals.

This paper presents the findings of a narrative inquiry conducted in 2016 on an expert panel of talent managers in businesses based in South Africa.

The focus of the inquiry was the challenges in talent currently faced by South African businesses and what possible solutions, that address the question of sustainable development, may lie in talent management practices. The study finds that there may be scope for the augmentation of current practice in psychometric testing which may address a plethora of problems currently defining the talent context in African business.

The growth of African businesses has presented interesting challenges in managing the African business particularly in the area of human resources and talent management. A persistent notion is the question of sustaining this growth on the continent. As enterprise grows, the need for talent is ever more pressing. This paper seeks to present pathways to sustainability in this regards.

Describes the link between the potential improvements that can be made in business performance and the practical incorporation of psychometric instruments within human resource strategies. Explains psychometrics which is used in two quite different contexts: with a business orientation; or to support the development of individuals. Also provides a description of various applications across the human resource functional activities. Outlines the danger associated with a non‐professional approach with practical suggestions to overcome. Argues that the practical application of psychometric instruments provide added value and financial benefits for an organization′s activities.

The purpose of this paper is to explore how and why personality tests are used in workplace training. This research paper is guided by three research questions that inquire about the role of external and internal stakeholders, the value of psychometric and practical considerations in test selection, and the purpose of personality test use in workplace training.

This research paper uses multiple-case study analysis. Interviews, test reports, product flyers and email correspondence were collected and analyzed from publishers, associations, psychologists and human resource development (HRD) practitioners in Germany, the UK and The Netherlands between 2012 and 2016.

Themes emerge around industry tensions among practitioners and professional associations, psychologists and non-psychologists. Ease of use is a more important factor than psychometrics in the decision-making process. Also, practitioners welcome publishers that offer free coaching support. In the process of using tests for development rather than assessment, re-labeling takes place when practitioners and publishers use positive terms for personality tests as tools for personal stocktaking and development.

Despite extensive data collection and analysis efforts, this study is limited by its focus on a relatively small number of country cases and stakeholders per case.

By combining scientific evidence with practical application, stakeholders can take first steps toward more evidence-based HRD practice around personality testing in workplace training.

Little academic literature exists on the use of personality testing in workplace training. Without a clear understanding of the use of personality testing outside personnel selection, the current practice of personality tests for developmental purposes could raise ethical concerns about the rights and responsibilities of test takers.