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    Employee Testing and Selection

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    arslan shah
    The document discusses employee testing and selection. It describes the eight steps in the selection process: 1) initial screening, 2) completing an application form, 3) employment tests, 4) interviews, 5) background investigation, 6) conditional job offer, 7) medical/physical exam, and 8) permanent job offer. It provides details on recruitment, the purposes of application forms, common types of employment tests, and considerations for job interviews, background checks, and making a final hiring decision.

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    Employee Testing and Selection

    Uploaded by

    arslan shah
    11 views13 pages
    The document discusses employee testing and selection. It describes the eight steps in the selection process: 1) initial screening, 2) completing an application form, 3) employment tests, 4) interviews, 5) background investigation, 6) conditional job offer, 7) medical/physical exam, and 8) permanent job offer. It provides details on recruitment, the purposes of application forms, common types of employment tests, and considerations for job interviews, background checks, and making a final hiring decision.

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    selection

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    The document discusses employee testing and selection. It describes the eight steps in the selection process: 1) initial screening, 2) completing an application form, 3) employment tests, 4) interviews, 5) background investigation, 6) conditional job offer, 7) medical/physical exam, and 8) permanent job offer. It provides details on recruitment, the purposes of application forms, common types of employment tests, and considerations for job interviews, background checks, and making a final hiring decision.

    Copyright:

    © All Rights Reserved
    Download as PPT, PDF, TXT or read online from Scribd
    Download as ppt, pdf, or txt
    11 views13 pages

    Employee Testing and Selection

    Uploaded by

    arslan shah
    The document discusses employee testing and selection. It describes the eight steps in the selection process: 1) initial screening, 2) completing an application form, 3) employment tests, 4) interviews, 5) background investigation, 6) conditional job offer, 7) medical/physical exam, and 8) permanent job offer. It provides details on recruitment, the purposes of application forms, common types of employment tests, and considerations for job interviews, background checks, and making a final hiring decision.

    Copyright:

    © All Rights Reserved
    Download as PPT, PDF, TXT or read online from Scribd
    Download as ppt, pdf, or txt
    of 13

    Employee Testing

    and Selection

    1–1
    Recruitment
    • It is the process of
     attracting individuals
     on a timely basis,
     in sufficient numbers and
     with appropriate qualifications, and
     encouraging them to apply
    Selection
     Selection is the process of choosing from a
    group of applicants those individuals best
    suited for a particular position.
     The process of making a “hire” or “no hire”
    decision regarding each applicant for a job.
    The Selection Process
    Consists of eight steps:
    1. Initial screening
    2. Completion of the application form
    3. Employment tests
     General Intelligence Tests, Aptitude Tests, Personality
    and Interest Tests, Performance Simulation Tests.
    4. Interviews
     Structured Interview, Unstructured Interview, Mixed
    Interview
    5. Background investigation
    6. Conditional job offer
    7. Medical/Physical exam
    8. Permanent job offer
    The Selection Process
    The Selection Process
    1. Initial Screening
     Involves screening applications who DO NOT
    qualifies as per JDs and JSs.
     Job description information is shared
    along with a salary range.
    The Selection Process
    2. Completing the Application Form: Key
    Issues
     Gives a job-performance-related synopsis of what
    applicants have been doing, their skills and
    accomplishments.
    Application Forms

    Uses of Application Form


    Information

    Applicant’s Applicant’s Applicant’s Applicant’s


    education and prior progress employment likelihood of
    experience and growth stability success

    5–8
    The Selection Process
    3. Employment Tests
     Estimates say 60% of all organizations use
    some type of employment tests.
     Performance simulation tests: requires the
    applicant to engage in specific job behaviors
    necessary for doing the job successfully. Work
    sampling and assessment centers evaluation
    abilities in actual job activities.
     Work sampling: Job analysis is used to develop a
    miniature replica of the job on which an applicant
    demonstrates his/her skills.
    The Selection Process
    Employment Tests
     Assessment centers: A series of tests and exercises,
    including individual and group simulation tests, is
    used to assess managerial potential or other complex
    sets of skills.
    • The in basket
    • Leaderless group discussion
    • Management games
    • Individual presentations
    • Objective tests
    • The interview
     Testing in a global arena: Selection practices must be
    adapted to cultures and regulations of host country.
    The Selection Process
    Job Interviews:
     A selection device used to obtain in-depth
    information about a candidate
     Behavioral Interview
     Observing job candidates not only for what they
    say but for how they behave
     Realistic Job Previews
     A selection device that allows job candidates to
    learn negative as well as positive information
    about the job and organization.
    The Selection Process
     Conditional job offers:
     A tentative job offer that becomes permanent after
    certain conditions are met.
     Background Investigation
     References
     Former employers
     Educational accomplishments
     Legal status
     Criminal records
     Background checks
     Online searches
    The Selection Process
     Medical/Physical examination:
     An examination to determine an applicant’s
    physical fitness for essential job performance.
     Job offers:
     Individuals who perform successfully in the
    preceding steps are now considered eligible to
    receive the employment offer.
     Comprehensive approach:
     Applying all steps in the selection process before
    rendering a decision about a job candidate.

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