Tests and characteristics spr 2012


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  • Copyright 1999, Emergenetics Consulting Group, LLC, 770-792-6857
  • Copyright 1999, Emergenetics Consulting Group, LLC, 770-792-6857
  • Copyright 1999, Emergenetics Consulting Group, LLC, 770-792-6857
  • Tests and characteristics spr 2012

    1. 1. SELECTION METHODS “Faking selection tests is sowidespread that it is amazing thattest scores obtained cannot really relate to job performance.”
    2. 2. Candidate Iceberg Interviews/ impressions Job SkillsJob Attitudes Copyright 2008, ScientificSelection.com 770-792-
    3. 3. Look Under the Water Line Details Attitudes Communication Interests Problem Solving Motivations Learning Copyright 2008, ScientificSelection.com 770-792-
    4. 4. The Selection Process • The selection process is a series of steps through which applicants pass before he is recruited• THE STEPS• 1. Placing an ad 1. Receiving the resume and sifting 2. Selection Tests 3. Reference and Background Checks 4. Supervisory Interview 5. Hiring Decision
    5. 5. CRITERIA FOR SELECTING TESTS• Performance. Validity and Reliability• Flexibility. Future configurations• Commitment. Retention and motivation• Condition of Labor Market. Availability
    7. 7. TYPE OF TESTS (cont)6. Interviews7. Bio data8. References Check
    8. 8. Common Assessment Tools(some good…some not so much) Little data –big assumptionsOff the Wall • General Interview• Handwriting • Personality test • Motivation test• Astrology • Reference check• Pseudo –psych tests Hard to fake - Job related • Biographical dataUsually Unrelated • Situational int.• Age • Behavioral int.• Education • Mental ability• Self assessment • Simulation • Work Sample• Grade point avg. • Assessment Center• Recommendations Copyright 2008, ScientificSelection.com 770-792-
    9. 9. MOST IMPORTANT SELECTION METHODS Assessm Interv Psycholo Applicatio Referen ent N/% iew gy Tests n Form ces CenterMostimportant 178 / 85 7 3 5 0selection 100method (%)Secondmost 148 / 15 1 35 32 17important 100method (%)Third most 96/important 0 0 35 20 45method(%) 100
    10. 10. The Effectiveness of Personnel Selection Legal Reacti Method Validity Cost Defensibility on LowApplication blanks Low ? NeutralWeighted application High High High Neutral HighBiographical/Interest blanks Moderate ? Negative LowLetters of recommendation Low Low Positive HighCognitive ability tests Low High Negative HighJob knowledge tests High High Positive HighPerformance tests/work samples High High Positive HighAssessment Centers High Low PositiveInterviews_unstructured; one rater Low Low High NegativeStructured interviews Behavioral orsituational High High High Positive
    12. 12. Definition of Intelligence Test• A standardized test used to establish an intelligence level rating by measuring a subject’s ability to form concepts, solve problems, acquire information, reason & perform other intellectual operations.
    13. 13. Top 6 Characteristics of Intelligences• Human characteristics appear to be multi-dimensional or multiple intelligences…• 1. Linguistic Intelligence• 2. Visual/Spatial Intelligence• 3. Musical• 4. Logical/Mathematical• 5. Interpersonal Intelligence• 6. Intrapersonal Source:// www.wikipedia.com Theory of multiple intelligences.
    14. 14. Intelligence Quotient (IQ) 130+ Very Superior• The ratio of a person’s 120-129 Superior mental age to their chronological age. 110-119 High Average 190-109 Average Mental 80-89 Age Low Average 70-79 IQ = ---------------- x100 Borderline Chronological under69 Age Extremely low Source:// www.ask.com. General psychology testing & intelligence, Psy-100.
    15. 15. Brain & Intelligence trivia• IQ has been shown to increase with more schooling, better educated parents and better toys.• A higher IQ employee will be more productive than a lower IQ employee even after years on the same job.• Studies show that IQ is modestly related to the speed at which you do some pretty simple things such as comparing two lines to see which is longer.• Feeling rejected has an effect on your IQ score. Ohio researchers claim IQ can decrease by 25 percent after being rejected. Its harder to think straight after rejection.• IQ tests can’t measure all forms of intelligence. It’s widely agreed that standardized tests can’t measure all forms of intelligence including creativity, wisdom, practical sense and social sensitivity.• Certain smells may improve your ability to pass exams. British research indicates students revising for exams could use scent to improve their marks, but also that smells associated with failure can worsen results. The smell of rosemary is also said to enhance mental performance. Source:// www.bdpplz.com
    16. 16. verbalSpatial Quantitative Cognitive abilities Perceptual Reasoning
    17. 17. Constituents of cognitive ability test Assess thinking, problem-solving, decision-making and learning abilities. Usually timed, although not necessarily. Give an indication of the individual’s ability to manage the intellectual requirements of a role. Can be biased by educational and cultural background.
    18. 18. Evaluation of Cognitive Ability Tests  Among the most valid methods of selection (criterion-related validity).  Appear to generalize across all organizations, all job types, and all types of applicants ( generalize validity).  Organizations using them enjoy large economic gains compared to organizations not using them (utility).  Validity is particularly high for jobs of medium and high complexity, validity also exists for simple jobs.  Intelligent employees have greater job knowledge.  General cognitive ability measures more useful than measures of specific abilities.
    19. 19. Cognitive Ability and Job Performance Of all selection tests, cognitive ability tests are the best predictors of job performance. The average correlation between cognitive ability test scores and job performance is about r = .5. This correlation is generally higher than interviews, personality tests, and other selection methods.
    20. 20. Personality tests• What??. A person’s consistent pattern of behavior.• Moderate validity, legally less defensible.• Intangible like motivation, interests and interpers skills.• MBTI, Big Five,
    21. 21. What is WORK SAMPLE TEST?Work Sample Tests are designed to have highcontent validity througha close relationship with the job.
    22. 22. Type of Tests- Work Sample• Perform a few sample of work in test.• Paper-pencil test. Kind of multipile choice options for certain situations.• Oral communication skills• Events observeable, job related behaviors.• All components have high content validity
    23. 23. ADVANTAGES OF WORK SAMPLE TESTS• High reliability• Work Sample tests use equipment that is the same or substantially similar to the actual equipment used on the job• Low adverse impact• Difficult for applicants to fake job proficiency which helps to increase the relationship between score on the test and performance on the job
    24. 24. DIS ADVANTAGES OF WORK SAMPLE TESTS• Costly to administer; often can only be administered to one applicant at a time.• These tests have less ability to predict performance on jobs where tasks may take days or weeks to complete .• less able to measure aptitudes of an applicant
    25. 25. What is an Assessment Centre? Employer:“An alternative selection tool which allows the employer to test candidates in a variety of different situations” Attendee:“The most terrifying experience of my life during which, rather unfortunately, I acted as if I was a somewhat disturbed individual having a particularly bad day”
    26. 26. Content of an Assessment Centre• In basket Test. Leaderless Discussion. Interviews. Oral Presentations• Psychometric Testing• Exercises
    27. 27. Intelligence is a term describing a property of the mindcomprehending related abilities, such as the capacities for abstractthought, reasoning, planning, problem solving, speech, andlearning.
    28. 28. Emotional IntelligenceEmotional intelligence is the innate potential tofeel, use, communicate, recognize, remember, describe, identify, learn from, manage, understand and maintain emotions.
    29. 29. Emotional Intelligence’s Dimensions• Self-awareness (know how you feel)• Self-management (manage your emotions and impulses)• Self-motivation (can motivate yourself & persist)• Empathy (sense & understand what others feel)• Social Skills (can handle the emotions of others)
    30. 30. Emotional IntelligenceEmotional intelligence is the innate potential tofeel, use, communicate, recognize, remember, describe, identify, learn from, manage, understand and maintain emotions.
    31. 31. FACTORS AFFECTING CHOICE• Increase the predictive validity of the whole process;• Be cost-effective;• Be practical;• Make sense to the selectors and candidates;• Be acceptable to the selectors, the manager and candidates;• Be acceptable and transparent to existing staff and key others;• Enable good quality feedback to be given to candidates;• Begin the induction;• Inform the development plan;• Contribute to the organizations image as a reputable employer; and• Contribute to the personal development of the managers and others involved.