THE SELECTION PROCESS

LESSON 5
 • What is employee testing and selection?
LEARNING GUIDE
• What are the role of employment test? QUESTIONS
• What are the types of employment test?
• What are the processes of employment selection
Employment tests are the best possible tool in understanding the capacity of the
candidate to adjust with the job requirements. How much a candidate can adapt to the
situation in the organization can be known with the help of tests. Various types of tests
are conducted to measure the analytical and logical capacity, reasoning ability, aptitude,
psychology and strength of the candidate.

(https://www.yourarticlelibrary.com/human-resources/employment-tests-role-and-
types-of-employment-test/32344)
DEFINITION OF TESTS:

• According to Milton L. Bhum, ‘a test is a sample of an individual’s behavior, performance or

attitude’. Lee J. Crombach defines, ‘a test is a systematic procedure for comparing the behavior
of two or more persons’.
ROLE OF EMPLOYMENT TESTS:

• Elimination of incompetent and unsuitable candidates becomes easily possible.

• Psychological, mental and analytical capabilities of a person are identified.
• It can be used as a tool to understand the nature of a person and their career development.
• Analytical, rational and objective comparison between the candidates is facilitated.
• Accuracy and perfection in the selection procedure can be achieved.
TYPES OF EMPLOYMENT TESTS:
 1. Individual Tests
• They are used to measure attitude, interest and
capacity to work of a person.
TYPES OF
2. Group Tests
EMPLOYMENT
• A large number of candidates are tested together
TESTS: under the group test. Generally, leadership skills are
tested through this type.
TYPES OF 1. Interest Tests: They are used to find out the area of
EMPLOYMENT work in which the candidate is interested to work.

TESTS ON THE 2. Intelligence Tests: Mental ability, judgment capacity and

learning skills can be measured through these tests. The
BASIS OF imagination and visualization capacity of a person can
OBJECTIVES: be very well understood.
TYPES OF 3. Personality Tests - Personal traits such as emotions,
EMPLOYMENT expressions, confidence and courage are eval­uated through
it.
TESTS ON THE
4. Trade Tests- How much a person is competent to do a
BASIS OF specific nature of job is understood by conducting the trade
OBJECTIVES: test.
TYPES OF 5. Achievement Tests - Skills, abilities and knowledge
EMPLOYMENT prescribed by the candidate throughout the selection
TESTS ON THE process are to be practically checked through this test.

BASIS OF 6. Simulation Tests- The behavior of a candidate in one

OBJECTIVES: particular circumstance is measured by creating the artificial
environment.
TYPES OF
EMPLOYMENT 7. Assessment Tests- The selected candidates will have to
take up a lot of job responsibilities in future. This test is
TESTS ON THE conducted to extract the potential of a candidate to work in
BASIS OF the authoritative positions.
OBJECTIVES:
 1. Vocational Aptitude Tests - This test helps to
TYPES OF understand the adaptability of the candidates for the job
EMPLOYMENT allocated to them. How much they are receptive towards the
TESTS ON THE job is measured through it.

BASIS OF 2. Logical Aptitude Tests - The candidate applying their own

mind and ideas to make their work perfect and interesting is
APTITUDE: called their logical capacity and innovation.
EMPLOYEE SELECTION PROCESS

• Employee Selection is the process of putting right men on right job. It is a procedure of matching organizational
requirements with the skills and qualifications of people. Effective selection can be done only when there is effective
matching. By selecting best candidate for the required job, the organization will get quality performance of
employees. Moreover, organization will face less of absenteeism and employee turnover problems. By selecting right
candidate for the required job, organization will also save time and money. Proper screening of candidates takes place
during selection procedure. All the potential candidates who apply for the given job are tested.
• But selection must be differentiated from recruitment, though these are two phases of employment process.
Recruitment is considered to be a positive process as it motivates more of candidates to apply for the job. It creates a
pool of applicants. It is just sourcing of data. While selection is a negative process as the inappropriate candidates are
rejected here. Recruitment precedes selection in staffing process. Selection involves choosing the best candidate with
best abilities, skills and knowledge for the required job. (https://www.managementstudyguide.com/employee-
selection-process.html).
 1. Preliminary Interviews

THE EMPOLYEE 2. Application Blanks

SELECTION 3. Written Tests

PROCESS TAKES 4. Employment Interviews
PLACE IN ORDER 5. Medical Examination
6. Appointment Letter
 1. Preliminary Interviews - It is used to eliminate those
candidates who do not meet the minimum eligibility
criteria laid down by the organization. The skills,
academic and family background, competencies and
THE EMPOLYEE interests of the candidate are examined during
SELECTION preliminary interview. Preliminary interviews are less

PROCESS TAKES formalized and planned than the final interviews. The
candidates are given a brief up about the company and
PLACE IN ORDER the job profile; and it is also examines how much the
candidate knows about the company. Preliminary
interviews are also called screening interviews.
 2. Application Blanks - The candidates who clear the
THE EMPOLYEE preliminary interview are required to fill application blank.
SELECTION It contains data record of the candidates such as details

PROCESS TAKES about age, qualifications, reason for leaving previous job,
experience, etc.
PLACE IN ORDER
THE EMPLOYEE 3. Written Tests - Various written tests conducted during
SELECTION selection procedure are aptitude test, intelligence test,
reasoning test, personality test, etc. These tests are used to
PROCESS TAKES objectively assess the potential candidate. They should not
PLACE IN ORDER be biased.
 4. Employment Interviews - It is a one on one interaction
between the interviewer and the potential candidate. It is
THE EMPOLYEE used to find whether the candidate is best suited for the
SELECTION required job or not. But such interviews consume time and
money both. Moreover the competencies of the candidate
PROCESS TAKES cannot be judged. Such interviews may be biased at times.
PLACE IN ORDER Such interviews should be conducted properly. No
distractions should be there in room. There should be an
honest communication between candidate and interviewer.
THE EMPLOYEE
SELECTION 5. Medical Examination - Medical tests are conducted to
ensure physical fitness of the potential employee. It will
PROCESS TAKES decrease chances of employee absenteeism.
PLACE IN ORDER
THE EMPOLYEE
SELECTION 6. Appointment Letter - A reference check is made about
the candidate selected and then finally he is appointed by
PROCESS TAKES giving a formal appointment letter.
PLACE IN ORDER
WRITE A LETTER OF APPLICATION AND COMPREHENSIVE RESUME WITH A PHOTO ATTACHED TO IT.
GET READY FOR A MOCKED JOB INTERVIEW ON OUR NEXT MEETING

Asynchronous Activity No. 4

TIPS IN WRITING
RESUME
WHAT IS LINKEDIN (LI)?

• LinkedIn is the world's largest professional network on the

internet.

This is the description of LinkedIn that I never doubt. It is an amazing platform to

connect to people and expand your professional network. It may not be the largest
social network that you can find but I can guarantee you that it is the most trusted and
reliable network you can find for professional purposes and career expansion.
WHY LINKEDIN?

• You can use LinkedIn to find the right job or internship, connect
and strengthen professional relationships, and learn the skills you
need to succeed in your career.

Almost every single recruiter out there is using LinkedIn to find and screen great
candidates. It simply is the best place for you to get noticed and get hired, and is a great
way for you to showcase who you are and what you can do. Your LinkedIn profile is like
a resume that anyone can review and can help present your personal brand.
HOW TO UTILIZE LINKEDIN?

• Your profile photo

• Your background photo
• Your title
• Your About section
PROFESSIONAL DEVELOPMENT ON A RESUME:
SHORT AND SIMPLE TIPS IN CREATING

• 2. Include the “Right Keywords”

• - Optimize your text by using a Word Cloud Generator; the job descriptions that you are
applying for
• - Get to know your soft and hard skills by taking free competency tests and assessments
• https://www.careeronestop.org/ExploreCareers/Assessments/skills.aspx
• https://www.jobpersonality.co.uk/soft-skills-test
PROFESSIONAL DEVELOPMENT ON A RESUME:
SHORT AND SIMPLE TIPS IN CREATING
• 3. Add Measurable Results
• - Projects and accomplishments you have done in your career that either increased your company’s revenue or have had a
significant effect in its performance, sales, and etc.
• “Addressed logistical issues by reworking supply line resulting in 20% savings”
• “Presented progress report weekly on behalf of development team”
• “Influenced management’s decision regarding [WHAT?] resulting in 15% uptake in monthly revenue”

• 4. The Right Length – Keep your resume short and direct

• - Ideally, 1 to 2 pages long is enough for students, new graduates and professionals with one to 10 years of experience
PROFESSIONAL DEVELOPMENT ON A RESUME:
SHORT AND SIMPLE TIPS IN CREATING
• 5. Buzzwords and Clichés
• - Be on the lookout on what words to avoid e.g.:
• 1. Creative

• 2. Detail-Oriented

• 3. Team Player

• 4. Hard-Working

• 5. Motivated

• 6. Results-Driven

• 7. Great Communicator

• 8. Expert

• And the list could go on…

PROFESSIONAL DEVELOPMENT ON A RESUME:
SHORT AND SIMPLE TIPS IN CREATING
• -Use “action verbs” on a resume-Start your bullet points with verbs that are more creative
and less common.
• -Show them WHY you are an expert negotiator or an experienced individual in that
certain industry.
PROFESSIONAL DEVELOPMENT ON A RESUME:
SHORT AND SIMPLE TIPS IN WRITING
References:
• https://www.linkedin.com/
• https://www.jasondavies.com/wordcloud/
• https://www.youtube.com/watch?v=Tt08KmFfIYQ
• https://www.businessnewsdaily.com/3207-resume-writing-tips.html
• https://www.zipjob.com/blog/best-and-worst-words-to-use-on-a-resume/