New research led by a University of Illinois Urbana-Champaign expert who studies personnel psychology shows a better way to assess noncognitive abilities such as a job candidate's personality and vocational interests using the 'graded forced-choice format.'
New research led by a University of Illinois Urbana-Champaign expert who studies personnel psychology shows a better way to assess noncognitive abilities such as a job candidate's personality and vocational interests using the"graded forced-choice format."respondents
But despite the ease of development and scoring, Likert rating scales have been known to be prone to"faking" and various rating biases that may render the validity of scores derived from them questionable, said Bo Zhang, a professor of labor and employment relations and of psychology at Illinois and the lead author of the paper.
Even in low-stakes contexts such as participating in research, some respondents have the general tendency to choose the extreme option—that is, strongly agree or strongly disagree—and some people are more likely to be more modest and use the non-extreme response options, regardless of statement content, Zhang said.
Using data from two samples of more than 4,000 respondents, the researchers found a promising alternative—the graded forced-choice format, which"preserved the advantages of traditional forced-choice measures and improved reliability and people's feelings," Zhang said.
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