Employee Testing &Selection

Important Test Characteristics

Reliability: same person gets the same results on doing the test (or alternate form) again.

Validity: fulfill the function it was designed for

Types of Tests

Cognitive Abilities ◦ IQ

◦ Specific Cognitive Abilities (Aptitude)

Motor and Physical Abilities

Personality and Interests (intangibles) ◦ Big Five

◦ MBTI

◦ Interests Inventories

Achievements Tests (What you learned)

Web-based Testing

Other Types of Testing Work Sampling

Simulations

Management Assessment Centers ◦ In basket

◦ Leadership Group Discussion

◦ Management Game

◦ Individual Presentations

◦ Objective Tests

◦ The Interview

Video-based Situational Testing

The Miniature Job Training and Evaluation

Background Checks Useful ◦ Include a statement in application form

◦ Use phone calls check

◦ Use multiple sources

◦ Be persistent to red flags

◦ Ask several detailed questions

Pre-employment Information Service

Polygraph and Honesty Testing

Graphology

Physical Examination

Substance Abuse Screening

Interviewing Candidates

An Interview

Is a procedure designed to obtain information from a person through oral responses to oral inquiries.

Types of Interviews

1. Appraisal Interview

2. Exit Interview

3. Selection Interview

Unstructured Interview: no specific structure or set format to follow.

Structured Interview: The questions and acceptable responses are specified in advance.

Types of interviews based on content

Situational Interview: what is the behavior for a given situation?

Behavioral Interview: describe how they actually reacted to situations in the past?

Job-related interview: Questions about past experience to estimate job performance.

Stress Interview: make applicant uncomfortable

Administering the Interview

One-on-one

Sequential (unstructured – Structured)

Panel

Mass

Computerized

What can undermine interview’s usefulness

First impressions

Misunderstanding the job

Candidate Order Error

Nonverbal Behavior

Effect of personal characteristics

Interviewer Behavior

Designing Effective Interviews

1. Job Analysis

2. Rate Job Duties (Main)

3. Create Interview Questions

4. Create Benchmark Answers (Model)

5. Appoint the interview panel and conduct interviews

Advice to Effective Interviewing Base questions on actual job duties

Use job knowledge, situational, and behavioral oriented questions

Train Interviewers

Use same questions with all candidates

Use descriptive rating scale

Use panel

Standardized interviewing form

Control the Interview

Take brief notes

Important Notes Prepare for the interview

Establish rapport

Ask questions ◦ Do not ask (yes/no) questions

◦ Do not interrogate the candidate

◦ Ask open questions

◦ Listen Carefully

◦ Draw candidate’s response

◦ Ask for supportive examples

Close the Interview

Review the interview

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