Read the following articles which are accessible through the following Library links: Fine, S. (2013). Practical guidelines for implementing preemployment integrity tests. Public 281-292. Retrieved from Personnel Management, 42(2), Discuss the following in essay format: Address the purpose of preemployment integrity testing. Describe the primary purpose many organizations include integrity testing during the hiring process of new employees. Describe the differences between overt integrity tests and personality-based integrity tests, including when an organization would choose one over the other type. Discuss the guidance the author provides in regards to fairness and adverse impact from integrity tests. Meyer, G. J., & Kurtz, J. E. (2006). Advancing personality assessment terminology: Time to retire objective and projective as personality test descriptors. Journal of Personality 223-225. Retrieved from Assessment, 87(3), Discuss the following in essay format: Address the historical use of the terms objective and projective to classify a personality test, as well as problems with such classification. Naugle, K. (2009). Counseling and testing: What counselors need to know about state laws on assessment and testing. 31-45. Measurement & Evaluation In Counseling & Development, 42(1), Retrieved from Discuss the following in essay format: Review the local laws on assessment and testing, using a comparison between licensed and nonlicensed professionals. Discuss how psychological test publishing companies monitor the competencies of those who purchase and utilize assessment instruments they sell. Using Table 2 - Assessment Legislation via a State-by-State Basis (pgs. 38-39), look up your home state and describe what types of assessment activities the legislation allows a counselor to engage in. Describe why the authors contend that professionals who possess the appropriate coursework, experience and supervision, but are not licensed psychiatrists or psychologists, are being discriminated against when it comes to laws regarding psychological testing. Scroggins, W., Thomas, S., & Morris, J. (2008). Psychological testing in personnel selection, part I: A century of psychological testing. 99-109. Public Personnel Management, 37(1), Retrieved from
Read the following articles which are accessible through the following Library links: Fine, S. (2013). Practical guidelines for implementing preemployment integrity tests. Public Personnel Management, 42(2), 281-292. Retrieved from Discuss the following in essay format: Address the purpose of preemployment integrity testing. Describe the primary purpose many organizations include integrity testing during the hiring process of new employees. Describe the differences between overt integrity tests and personality-based integrity tests, including when an organization would choose one over the other type. Discuss the guidance the author provides in regards to fairness and adverse impact from integrity tests. Meyer, G. J., & Kurtz, J. E. (2006). Advancing personality assessment terminology: Time to retire objective and projective as personality test descriptors. Journal of Personality Assessment, 87(3), 223-225. Retrieved from Discuss the following in essay format: Address the historical use of the terms objective and projective to classify a personality test, as well as problems with such classification. Naugle, K. (2009). Counseling and testing: What counselors need to know about state laws on assessment and testing. Measurement & Evaluation In Counseling & Development, 42(1), 31-45. Retrieved from Discuss the following in essay format: Review the local laws on assessment and testing, using a comparison between licensed and nonlicensed professionals. Discuss how psychological test publishing companies monitor the competencies of those who purchase and utilize assessment instruments they sell. Using Table 2 - Assessment Legislation via a State-by-State Basis (pgs. 38-39), look up your home state and describe what types of assessment activities the legislation allows a counselor to engage in. Describe why the authors contend that professionals who possess the appropriate coursework, experience and supervision, but are not licensed psychiatrists or psychologists, are being discriminated against when it comes to laws regarding psychological testing. Scroggins, W., Thomas, S., & Morris, J. (2008). Psychological testing in personnel selection, part I: A century of psychological testing. Public Personnel Management, 37(1), 99-109. Retrieved from