– Increased work demands = more testing – Screen out bad or dishonest employees – Reduce turnover by personality profiling
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
Types of Tests Cognitive abilities Motor and physical abilities Personality and interests What Different Tests Measure Current achievement
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.
The “ Big Five ” Extraversion Emotional stability/ Neuroticism Agreeableness Openness to experience Conscientiousness
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.
Work Samples and Simulations Work samples Management assessment centers Video-based situational testing Measuring Work Performance Directly Miniature job training and evaluation
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
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.
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
Background Investigations and Reference Checks Former Employers Current Supervisors Written References Social Networking Sites Commercial Credit Rating Companies Sources of Information
Written References (Reference Checking Form)
- Spring '18
- supervisor, Job Analysis and Talent