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by Haven_Monahan
3457 days ago
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Citations, of course. Or are you simply of the Nicholas Garaufis school of thought; namely, if the test isn't perfect, it can't possibly be used as a hiring tool? After seeing what Judge G did to the FDNY training program, I'd have half a mind to buy extra smoke alarms and fire extinguishers if I lived in the city... Like a lot of people, I know some persons who would probably be excluded by the general approache I described upthread, and who ended up going into teaching and being really, really good at their specialty. That's why there should always be a way to make exceptions. That doesn't invalidate the principle that "book smart" isn't a bad criteria for new teachers, and that some tests can give a rough idea of how likely someone is to be so. Cliched but true: Tough cases make bad law.
The plural of anecdote isn't data. |
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http://www.pnas.org/content/108/19/7716.abstract
People can get bad scores just because they are really nervous, etc. Now you have a score, that does not display your innate abilities at all, but, it blocks you from several activities you might excel and enjoy.
To inject some qualitative opinions of my own, totally lacking of any refrences:
IQ tests can be used to sieve through populations - with false negatives. Their only utility in career context is as an arbitrary tool to reduce candidate population. The only sane motivation for their use would be a political or economic pressure to restrict number of candidates to make their evaluation and processing cheaper downstream. The downsides are: arbitrary unfair blocking of individual careers, potentially removing candidates that would excel. If the point is to reduce the population, then generally, if the cost function of candidate quality cannot be evaluated precisely, a completely random process would likely lead to a better outcome than some arbitrary numeric metric. (I'll need to dig through my algorithm resources to formulate a precise reference if someone wants for this last statement).