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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