Increased work demands more testing Screen out bad or dishonest employees

Increased work demands more testing screen out bad or

This preview shows page 85 - 97 out of 104 pages.

– Increased work demands = more testing – Screen out bad or dishonest employees – Reduce turnover by personality profiling
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Computerized and Online Testing Online tests – Telephone prescreening – Offline computer tests – Virtual inbox tests – Online problem-solving tests Types of Tests – Specialized work sample tests – Numerical ability tests – Reading comprehension tests – Clerical comparing and checking tests
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Types of Tests Cognitive abilities Motor and physical abilities Personality and interests What Different Tests Measure Current achievement
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Types of Tests Cognitive abilities include tests of general reasoning ability (intelligence) and tests of specific mental abilities like memory and inductive reasoning. Motor and Physical abilities Tests of motor and physical abilities measure motor abilities, such as finger dexterity, manual dexterity, and reaction time. Personality and interests Personality tests measure basic aspects of an applicant s personality, such as introversion, stability, and motivation. Current achievement Achievement tests measure what someone has learned. Most of the tests you take in school are achievement tests. They measure your job knowledge in areas like economics, marketing, or human resources.
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The Big Five Extraversion Emotional stability/ Neuroticism Agreeableness Openness to experience Conscientiousness
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The Big Five Extraversion Ø Represents a tendency to be sociable, assertive, active and to experience positive effects such as energy. Neuroticism Ø Represents a tendency to exhibit poor emotional adjustment and experience negative effects, such as insecurity and hostility. Openness to experience Ø The disposition to be imaginative, nonconforming, unconventional and autonomous. Agreeableness Ø The tendency to be trusting, compliant, caring, and gentle. Conscientiousness Ø Included two related facets: achievement and dependability.
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Work Samples and Simulations Work samples Management assessment centers Video-based situational testing Measuring Work Performance Directly Miniature job training and evaluation
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Work Samples and Simulations Work samples – examinees are presented with situations representative of the job for which they re applying, and are evaluated on their responses. F. E: for a cashier, counting money; for a clerical position, a typing test Management Assessment centers – A two- to three- day simulation in which 10 to 12 candidates perform realistic management tasks. F. E: making presentations
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Work Samples and Simulations Video- based situational testing – Presents the candidate with several online or PC- based videos scenarios, each followed by multiple choice question. Miniature job training and evaluation – Means training candidates to perform several of job s tasks, and then evaluating the candidates performance prior to hire.
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Background Investigations and Other Selection Methods Investigations and Checks – Reference checks – Background employment checks Criminal records – Driving records – Credit checks • Why? – To verify factual information provided by applicants – To uncover damaging information
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Background Investigations and Reference Checks Former Employers Current Supervisors Written References Social Networking Sites Commercial Credit Rating Companies Sources of Information
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Written References (Reference Checking Form)
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  • Spring '18
  • supervisor, Job Analysis and Talent

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