Purpose
Cognitive ability tests demonstrate strong relationships with job performance, but have several limitations; notably, subgroup differences based on race/ethnicity. As an alternative, the purpose of this paper is to develop a working memory assessment for personnel selection contexts.
Design/methodology/approach
The authors describe the development of Global Adaptive Memory Evaluation (G.A.M.E.) – a working memory assessment – along with three studies focused on refining and validating G.A.M.E., including examining test-taker reactions, reliability, subgroup differences, construct and criterion-related validity, and measurement equivalence across computer and mobile devices.
Findings
Evidence suggests that G.A.M.E. is a reliable and valid tool for employee selection. G.A.M.E. exhibited convergent validity with other cognitive assessments, predicted job performance, yielded smaller subgroup differences than traditional cognitive ability tests, was engaging for test-takers, and upheld equivalent measurement across computers and mobile devices.
Research limitations/implications
Additional research is needed on the use of working memory assessments as an alternative to traditional cognitive ability testing, including its advantages and disadvantages, relative to other constructs and methods.
Practical implications
The findings illustrate working memory’s potential as an alternative to traditional cognitive ability assessments and highlight the need for cognitive ability tests that rely on modern theories of intelligence and leverage burgeoning mobile technology.
Originality/value
This paper highlights an alternative to traditional cognitive ability tests, namely, working memory assessments, and demonstrates how to design reliable, valid, engaging and mobile-compatible versions.
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