EMPLOYEE
TESTING & SE-
LECTION
CHAPTER 6
BY
MOKALU MELINDA, MOKALU RISCA
LEARNING OBJECTIVES
1 Why is it important to test and select employees?
2 Explain what is meant by reliability and validity
List and briefly describe the basic categories of selection tests, with ex-
3 amples
4 Explain how to use two work simulations for selection
Describe four ways to improve an employer’s background checking
5 process
Current Issue
By Melinda
LO 1
Why is it important to test and select
employees?
RECRUITEMENT PROCESS
1st selection
2nd test
3rd reference check
4th take decision
Why is it Important ?
LO 2
Explain what is meant by reliability
and validity
Characteristic of test/select-
ing tools
Reliability Validity
Types of Validity
Criterion validity Construct validity
Content Validity
How Validate Test
01 Analyze The Job
02 Choose The Test
03 Administer The Test
04 Relate scores & criteria
05 Cross – Validate & Revalidate
Why Validate a Test
Bias
Validity
Utility Analysis
Generalization
EEO
HR :
Prove the test
Test Takers Rights :
Confidential result test
Confirm about use the result test
Result informed by the HR Dept
Fair test
Common Law :
Confidential information
Need to know
LO 3
List and briefly describe the basic
categories of selection tests, with ex-
amples
Types of Test
Motor & Measuring
Cognitive Achievement
Physical Personality
Abilities Test
Abilities & Interest
Intelligence Specific Cogn. Abil-
Test ities
LO 4
Explain how to use two work simu-
lations for selection
Work Samples & Technique
Work Samples Actual job tasks used in testing applicants’ performance
Work sampling to predict job performance by requiring job andidates to perform one or more samples of the job’s
technique tasks
Work Samples & Technique
Situational Personnel tests “designed to assess an applicant’s judgment regarding a situ-
Judgement Test ation encountered in the workplace.”
A management assessment center is a 2- to 3-day simulation in which 10 to 12
Management
candidates perform realistic management tasks (like making presentations)
Assessment
under the observation of experts who appraise each candidate’s leadership
Centers
potential.
Typical Simulated Task
The in-basket
Leaderless group discussion
Management games
Individual oral presentations
Testing
The interview
Situational Testing &
Video-Based Situational Testing
Situational tests Require examinees to respond to situations representative of the job
Video-based A situational test in which examinees respond to video simulations of realistic job sit-
simulation uations
The Miniature Job Training &
Evaluation Approach
Miniature Job Training & Evaluation
Training candidates to perform several of the job’s tasks, and then
evaluating the candidates’ performance prior to hire
Realistic Job Previews
Choosing a Selection Method
LO 5
Background Investigations and
Other
Selection Methods
The Miniature Job Training &
Evaluation Approach
To verify factual information pro-
vided by applicants
WHY?
(Reasons for
Background
Investigations –
Reference Checks)
To uncover damaging information; such as,
criminal records
What’s the Benefit?
How to Check ?
Using Preemployment
Information Services
Making the Background
Check More Valuable
Include on the application form a statement for applicants to sign explicitly
authorizing a background and credit check
Use telephone references if possible.
Be persistent in obtaining information
Compare the submitted résumé to the application
Ask open-ended questions to elicit more informa-
tion from references
Use references provided by the candidate as a source for
other references
The Polygraph and Honesty Testing
The polygraph is a device that measures physiological changes like increased
perspiration.
Polygraph
The assumption is that such changes reflect changes in emotional state that ac-
company lying
Psychological tests designed to predict job applicants’ proneness to dishonesty
and other forms of counter productivity
Paper and pencil
honesty tests
Most of these tests measure attitudes regarding things like tolerance of others who steal,
acceptance of rationalizations for theft
The Polygraph and Honesty Testing
refers to the use of handwriting analysis to determine the writer’s basic
personality traits
Graphology
Graphology has some resemblance to projective personality tests, although
graphology’s validity is highly suspect
Physical To verify that the applicant meets the physical
Examination requirements of the position
To discover any medical limitations to be taken into ac-
count in placing the applicant
To establish a record and baseline of the applicant’s health for fu-
ture insurance or compensation claims
To reduce absenteeism and accidents
To detect communicable diseases that may be unknown to the appli-
cant
Related Journal
Thank you
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