Mrs.

Grace Hemalatha
Asst. Prof. Dept. of MBA
SIET, Tumkur

Module 6
Testing, Reference checking & Appointment orders
Testing Meaning
A testing is a systematic and standardized procedure of sampling human behavior in order to
obtain qualified applicants for organizational activities. It is used to assess the ability,
aptitude and personality of prospective candidates. Selection test is conducted in order to
select a right  person for the right job who will be capable of performing organizational
activities if hired. Selection test is a device that reveals the information about the candidate
which is not obtained through other steps of selection. It screens the employee's ability,
knowledge, and decides whether he/she can perform well in the organization.
Purpose of Testing
Under selection test, the candidates who score the highest marks in different tests, are
selected for employment, and those who score the least are rejected. Therefore, this process is
known as negative process. Selecting the best qualified candidate is very essential for
organization's productivity, hence, an employee should conduct a systematic selection test
and background checks to avoid unsuccessful candidates. The effective selection largely
depends on a degree of testing methodology.

Advantages or Merits of Employment Tests:

(a) They help to find candidates suitable for the job. Various types of tests judge the present
and potential ability of people to work. While performance tests judge the ability of people to
perform present tasks, aptitude tests judge their ability to perform potential tasks.

(b) They judge ability to perform the job through practical and objective means. They are not
based on personal judgment and bias. They are standardised and selection is totally unbiased.
A person gets selected purely on the basis of performance in the tests.

(c) They match requirements of the job with practical knowledge of the candidates. This
helps in discriminating amongst people purely on the basis of job-related factors.

(d) They save time and money in interviewing only those candidates who pass the test. In the
absence of tests, all candidates have to be interviewed which is costly and time-consuming.
These tests screen the candidates on the basis of cut-off marks and proceed with the selection
process with the short-listed candidates.

Disadvantages or Limitations of Employment Tests:

(a) Some tests like lie detection tests are not advisable as they demoralize the candidates.

(b) Tests are not always suitable measures of selection. A candidate may spoil his test but
may still be suitable for the job.

1
Mrs. Grace Hemalatha
Asst. Prof. Dept. of MBA
SIET, Tumkur

(c) Tests cannot fully understand a candidate’s personality. At best, they can only
differentiate between those who have scored above and below the cut off point. This
limitation is, however, overcome by the proceedings of the further selection process

Types of Tests
Ability tests
An ability test is a test to check an individual’s ability to perform a certain kind of job. It
usually tests the individual for certain skills or whether he is capable of acquiring those skills
in the course of the job or through training.
Ability tests are also called aptitude tests and are generally standardized. These tests can be
used to test variety of skills – mental aptitude, problem solving, knowledge of a particular
subject, reasoning ability, general intelligence and so on.
These are conducted by the Human Resource function of a company to find the suitability of
a candidate for a given job role. These can be quantitative, psychological, verbal or may take
other forms as well.
Clerical ability test

 A clerical test for clerical aptitude plays a vital role in screening and selection of the clerks. 
A test for clerical jobs is comprised of many sub-tests including Verbal Reasoning Test,
Numerical Ability Test, Clerical and Spelling checking, etc. The analysis for clerical jobs
may also include an optional, on-screen typing test and can be integrated with your
Personality Profile for the position of a secretary.A test for clerical jobs for aptitude includes
the following sub-sections:

This section of the test for clerical jobs measures your ability in basic vocabulary, verbal
fluency and reasoning by using words. This test is appropriate for all clerical and
administrative jobs that require a basic level of verbal ability.

Mechanical aptitude tests: They measure the ability of a person to learn a particular type
of mechanical work. These tests helps to measure specialized technical knowledge and
problem solving abilities if the candidate. They are useful in selection of mechanics,
maintenance workers, etc
Mental ability test,
They measure the overall intellectual ability of a person and enable to know whether the
person has the mental ability to deal with certain problems. ... These tests helps to measure
specialized technical knowledge and problem solving abilities if the candidate.
Physical ability test,
are those that are used to measure the physical capacity of a candidate to do certain types of
jobs. Jobs of sectors like defence, police, firefighting etc. essentially employ physical ability
tests in their screening process.
Personality assessment test,

2
Mrs. Grace Hemalatha
Asst. Prof. Dept. of MBA
SIET, Tumkur

A selection procedure measure the personality characteristics of applicants that are related to

future job performance. Personality tests typically measure one or more of
five personality dimensions: extroversion, emotional stability, agreeableness,
conscientiousness, and openness to experience.
Typing test,
a secretarial candidate may take a typing test to show how fast and accurately they can type.
Other examples include data checking tests, ...
Shorthand test,
Shorthand is an abbreviated symbolic writing method that increases speed and brevity of ....
The record for fast writing with Pitman shorthand is 350 wpm during a two-minute test by
Nathan Behrin in 1922
Computer proficiency test
Use Basic Computer Skills Test as a Screening Tool for Recruitment and Selection:
This test has been designed to assess the ability of a candidate to work using a computer.
It tests if an individual is aware of the functions in a computer including basic hardware,
network, security and system software.
Reference checking:
Reference checking meaning, definition
• Checking about the candidates from the persons whose names have been given by the
candidate in the reference column
• These persons are individuals familiar with the candidate. Could be the principal of
the college, the manager in the previous employment
• Information from the previous employer will include job title, job description, period
of employment, gross emoluments, benefits, absenteeism rate, whether the previous
employer would like to employ the candidate again

and purpose.
The purpose of checking references is to validate information obtained about the candidate’s
employment history, skills and experience and to check your assessment of the candidate’s
suitability for the role.
Verification of character and criminal antecedents
No doubt about it that verification of character and antecedents is one of the important
criteria to assess suitability and it is open to employer to adjudge antecedents of the
incumbent, but ultimate action should be based upon objective criteria on due consideration
of all relevant aspects."

3
 Mrs. Grace Hemalatha
Asst. Prof. Dept. of MBA
SIET, Tumkur

The Supreme Court has pointed out that verification of character and antecedents is one of

the important criteria to assess the very suitability of the candidate for employment and
hence, it is open to the employer to adjudge the antecedents of the incumbent based upon
objective criteria. It is also held that though a person is guilty of suppression of material
information and consequently has no claim of unfettered right of appointment or continuity in
service, however, he has a right not be dealt with arbitrarily. It is further held that the ultimate
decision, which is the result of exercise of necessary power by the employer, shall be carried
out in a reasonable manner with objectivity having due regard to the facts of the case.
Previous work behavior and education qualifications.
When you have gone through the first phase of the background check and have decided to
take your investigation into the applicant, further you should progress with a basic
background check. While background checks used to involve calling former employers and
references, background checks now include spending time on the Internet looking at publicly
posted information about the potential candidate. More and more candidates today are
learning to expect potential employers to check up on them but a select few either do not
believe this is true or do not think it affects them.

Employment History

 Confirming a candidate’s employment history is an essential step when you are

screening a candidate. This step should be easy to perform. However, red flags may begin to
appear if the process becomes unclear and you begin to receive information that does not
match the data provided by the candidate. If there are discrepancies in the candidate’s former
job title, dates of employment or listed salary, you should proceed with caution.

 You should also verify any relevant university degrees. If you are searching for a
young engineer, you will want to be sure that they have completed a degree in engineering.

Education qualifications.
The education attained by the candidates will also have to be checked
Appointment orders
Meaning, definition,

The letter written by the employer requesting the selected candidates to join in a specific

position is known as appointment letter. Appointment letter is also called ‘job offer letter’

or ‘job letter’.

4
Mrs. Grace Hemalatha
Asst. Prof. Dept. of MBA
SIET, Tumkur

When people apply for jobs, they will undergo a selection process. At the end of the selection

process, some candidates are finally selected for the job. Once the selection process. At the

end of the selection process, some candidates are finally selected for the job. Once the

selection process is over, the employer sends appointment letter to those candidates who have

successfully completed the selection process. Through this letter, the employer informs the

candidate that he or she has been finally selected and invites him or her to join in the

specified post. This letter also states the conditions of the job, its duties and responsibilities.

Contents of appointment letter, hard copy (or soft copy).

Contents of appointment letter

Appointment letter must give full disclosure of the terms and conditions from the employer’s

side. Because the candidate will join only when those term and conditions are acceptable to

him. An ideal appointment letter should contain the following contents:

 Name and address of the organization (employer)

 Name and address of the applicant

 Name of the position

 Duties and responsibilities of the job

 Conditions of job: whether permanent or temporary, office time, performing

another job simultaneously.

 Monthly salary

 Time length of the contract

 Date of joining

 Documents to be submitted during joining

 Security requirements

 Commitment or declaration and

 Provision regarding termination

5
Mrs. Grace Hemalatha
Asst. Prof. Dept. of MBA
SIET, Tumkur

Specimen of appointment letter

Write an appointment letter to a selected candidate requesting to join as a lecturer in your

college