employment testing & selection-prince dudhatra-9724949948

8/7/2019 Employment Testing & Selection-Prince Dudhatra-9724949948

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EMPLOYEE TESTING EMPLOYEE TESTING

AND SELECTION AND SELECTION

By:

AMAN SHARMA




SelectionSelection

�� Personnel Selection isPersonnel Selection isthe methodicalthe methodical

placement of individualsplacement of individuals

into jobsinto jobs




Why Careful Selection is ImportantWhy Careful Selection is Important

Organizational

Performance

Legal

Obligations

The Importance of

Selecting the Right

Employees

Costs of

Recruiting and

Hiring




The Selection ProcessThe Selection Process

1

2

3

4

5

Steps in Selection:

Selection tests

Preliminar y Interview

Employment interview

Reference and background checks

Selection Decision

6 Physical Examination

8

7 Job Offer

Contract of employment




Basic Testing ConceptsBasic Testing Concepts

�� ReliabilityReliability

Consistency of scores obtained by the same personConsistency of scores obtained by the same person

when retested with identical or equivalent tests.when retested with identical or equivalent tests.

Are test results stable over time?Are test results stable over time?

�� ValidityValidity

Indicates whether a test is measuring what it isIndicates whether a test is measuring what it is

supposed to be measuring.supposed to be measuring.Does the test actually measure what it is intended toDoes the test actually measure what it is intended to

measure?measure?




Types of ValidityTypes of Validity

Criterion

Validity

Content

Validity

Test

Validity




How to Validate a TestHow to Validate a Test

1

R elate Your Test Scores and Criteria: scores versus

actual performance

Choose the Tests: test batter y or single test

Steps in Test Validation

Analyze the Job: predictors and criteria

Administer the Tests: concurrent or predictive validation

2

3

4

Cross-Validate the test : repeat Steps 3 and 4 with a

different sample5




Examples of Web Sites Offering Information on Tests or

Testing Programs

� www.hr-guide.com/data/G371.htm

Provides general information and sources for all types

of employment tests.

� www.ets.org/testcoll

Provides information on over 20,000 tests.� http://ericae.net/

Provides technical information about all types of

employment and nonemployment tests.

� www.mafoi.com/aspx/common/assessments.aspx

One of the Indian agencies that provide testing

services for employers according to international

standards.




Sample Test

.




Types of TestsTypes of Tests

Cognitive

(Mental)

Abilities

Achievement

Motor and

Physical

Abilities

Personality

and

Interests

What Tests

Measure




Type of Question Applicant Might Expect on a Test of

Mechanical Comprehension




Sample Picture Card from Thematic Apperception Test

.




Sample Personality Test Items




The ³Big Five´The ³Big Five´

Extraversion

Emotional Stability/Neuroticism

AgreeablenessOpenness to

Experience

Conscientiousness




Work Samples and SimulationsWork Samples and Simulations

WorkSamples

Miniature

Job Trainingand

Evaluation

ManagementAssessment

Centers

Video-BasedSituational

Testing

Measuring Work

Performance Directly




videovideo-- based situational testingbased situational testing

( A manager is upset about the condition of the dept. and takes it out( A manager is upset about the condition of the dept. and takes it outone of the dept.¶s employees)one of the dept.¶s employees)

Manager : well, I¶m glad you are here.Manager : well, I¶m glad you are here.

Associate: Oh?Why is that?Associate: Oh?Why is that?

M: Look at this place, that¶s why? Its so messy, I was on leave. YouM: Look at this place, that¶s why? Its so messy, I was on leave. You

should know better.should know better.A: But I left the office early yesterdayA: But I left the office early yesterday

M: May be. But there have been plenty of times before when you¶veM: May be. But there have been plenty of times before when you¶ve

left this dept. in messleft this dept. in mess..( The scenario stops here)( The scenario stops here)

If you were this associate, what would you do?If you were this associate, what would you do?

a)a) Straighten up the dept, and tr y to reason with the manager later Straighten up the dept, and tr y to reason with the manager later

b)b) Suggest to the manager that he talk with the other associatesSuggest to the manager that he talk with the other associates

who made the messwho made the mess

c)c)T

ake it up with the manager¶s bossT

ake it up with the manager¶s boss




The Polygraph and Honesty TestingThe Polygraph and Honesty Testing

�� Employee Polygraph Protection Act of 1988Employee Polygraph Protection Act of 1988Generally prohibits polygraph examinations by allGenerally prohibits polygraph examinations by all

private employers unless:private employers unless:

The employer has suffered an economic loss or injur y.The employer has suffered an economic loss or injur y.

The employee in question had access to the property.The employee in question had access to the property. There is a reasonable prior suspicion.There is a reasonable prior suspicion.

The employee is told the details of the investigation, as wellThe employee is told the details of the investigation, as well

as questions to be asked on the polygraph test itself.as questions to be asked on the polygraph test itself.

Exceptions:Exceptions:

National defense and security (FBI, DOE, and DOJ)National defense and security (FBI, DOE, and DOJ)




Handwriting Exhibit Used by Graphologist




Background Investigations andBackground Investigations and

Reference ChecksReference Checks�� Investigations and ChecksInvestigations and Checks

Reference checksReference checks

Background employment checksBackground employment checks

Criminal recordsCriminal records

Driving recordsDriving records

Credit checksCredit checks

�� Why?Why?

To verif y factual information provided by applicants.To verif y factual information provided by applicants.

To uncover damaging information.To uncover damaging information.




FIGURE 6±8

Reference

Checking

Form




Background Investigations andBackground Investigations and

Reference Checks (cont¶d)Reference Checks (cont¶d)

Former Employers

Current Supervisors

Written References

Social Networking Sites

Commercial Credit

Rating Companies

Sources of

Information




Limitations on Background InvestigationsLimitations on Background Investigations

and Reference Checksand Reference Checks

Background

Investigations

and

Reference Checks

Supervisor

Reluctance

Employer

Guidelines

Legal

Issues:

Privacy

Legal

Issues:

Defamation




Making Background Checks More UsefulMaking Background Checks More Useful

1.1. Include on the application form a statement for Include on the application form a statement for

applicants to sign explicitly authorizing aapplicants to sign explicitly authorizing a

background check.background check.

2.2. Use telephone references if possible.Use telephone references if possible.

3.3. Use references provided by the candidate asUse references provided by the candidate as

a source for other references.a source for other references.

4.4. Ask openAsk open--ended questions to elicit moreended questions to elicit moreinformation from references.information from references.




�� Selection Decision : View of line managersSelection Decision : View of line managers

�� Physical ExaminationPhysical Examination

�� Job Offer : Letter of AppointmentJob Offer : Letter of Appointment

�� Contract of Employment : It includes;Contract of Employment : It includes;

Job title, duties, date of joining, salar y, methodJob title, duties, date of joining, salar y, methodof payment, working hours, holidays, noticeof payment, working hours, holidays, notice

periodperiod

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