Retesting occurs at all stages of the candidate life cycle—from screening and selection through development and promotion—and therefore has numerous human resource implications. Existing frameworks of retest performance address statistical and conceptual issues related to retest score change; however, little is understood about what causes score gains due to repeat administrations and the effect this has on construct and criterion-related validity. This article reviews the literature on retest effects and introduces a number of factors, including a) construct-relevant change, b) construct-irrelevant change due to individual difference traits, states, and motivation, and c) methods and procedures that may deter construct-irrelevant contamination between tests. In cases where empirical evidence is lacking, propositions are presented to guide future research in evaluating the extent to which construct-irrelevant individual differences and motives contaminate retest performance. We also review ways organizations may limit construct-irrelevant score gains in retesting by attempting to standardize test administration and enhance test security. We end with a discussion of the framework's implications on retest score-based decisions, and methods to mitigate retest score contamination. It is hoped that this paper will facilitate a more comprehensive understanding of retest effects in organizational settings and a way forward for both research and practice.
Human Resource Management Review – Elsevier
Published: Sep 1, 2017
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