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Employee Selection
Basic Concept of Selection TestsBasic Concept of Selection Tests
The quality of an employee selection test is determined b...
Some Types of Selection TestSome Types of Selection Test
1. Cognitive Ability Test
2. Personality Test
3. Interview
Cognitive Ability TestCognitive Ability Test
• Cognitive Abilities Tests: Paper and pencil or
individualized assessment me...
Advantages of Cognitive Ability TestAdvantages of Cognitive Ability Test
• highly reliable
• verbal reasoning and numerica...
Disadvantages of Cognitive Ability TestDisadvantages of Cognitive Ability Test
• non-minorities typically score one standa...
Personality TestPersonality Test
• Personality Tests: A selection procedure measure
the personality characteristics of app...
Advantages of Personality TestAdvantages of Personality Test
• can result in lower turnover due if applicants are selected...
Disadvantages of Personality TestDisadvantages of Personality Test
• difficult to measure personality traits that may not ...
InterviewInterview
• Interviews: A selection procedure designed to predict
future job performance on the basis of applican...
Advantages of InterviewAdvantages of Interview
• useful for determining if the applicant has requisite
communicative or so...
Disadvantages of InterviewDisadvantages of Interview
• subjective evaluations are made
• decisions tend to be made within ...
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HR Management 2. Metodi di Selezione

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Criteri e alcuni Test
https://www.manager.it/default.asp?page=A_musicahr.html

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HR Management 2. Metodi di Selezione

  1. 1. Employee Selection
  2. 2. Basic Concept of Selection TestsBasic Concept of Selection Tests The quality of an employee selection test is determined by three main factors, namely : 1.1. Criterion Validity :Criterion Validity : A type of validity based on showing that scores on the test (“predictors”) are related to job performance (“criterion”). 2.2. Content Validity :Content Validity : A test that is “content valid” is one in which the test contains a fair sample of the tasks and skills actually needed for the job in question. 3.3. ReliabilityReliability : The consistency of scores obtained by the same person when retested with identical or equivalent test.
  3. 3. Some Types of Selection TestSome Types of Selection Test 1. Cognitive Ability Test 2. Personality Test 3. Interview
  4. 4. Cognitive Ability TestCognitive Ability Test • Cognitive Abilities Tests: Paper and pencil or individualized assessment measures of an individual's general mental ability or intelligence.
  5. 5. Advantages of Cognitive Ability TestAdvantages of Cognitive Ability Test • highly reliable • verbal reasoning and numerical tests have shown high validity for a wide range of jobs • the validity rises with increasing complexity of the job • may be administered in group settings where many applicants can be tested at the same time • scoring of the tests may be completed by computer scanning equipment • lower cost than personality tests
  6. 6. Disadvantages of Cognitive Ability TestDisadvantages of Cognitive Ability Test • non-minorities typically score one standard deviation above minorities which may result in adverse impact depending on how the scores are used in the selection process • differences between males and females in abilities (e.g., knowledge of mathematics) may negatively impact the scores of female applicants
  7. 7. Personality TestPersonality Test • Personality Tests: 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,extroversion, emotional stability, agreeableness,emotional stability, agreeableness, conscientiousness, and openness to experience.conscientiousness, and openness to experience.
  8. 8. Advantages of Personality TestAdvantages of Personality Test • can result in lower turnover due if applicants are selected for traits that are highly correlated with employees who have high longevity within the organization • can reveal more information about applicant's abilities and interests • can identify interpersonal traits that may be needed for certain jobs
  9. 9. Disadvantages of Personality TestDisadvantages of Personality Test • difficult to measure personality traits that may not be well defined • responses by applicant may be altered by applicant's desire to respond in a way they feel would result in their selection • lack of diversity if all selected applicants have same personality traits • lack of evidence to support validity of use of personality tests
  10. 10. InterviewInterview • Interviews: A selection procedure designed to predict future job performance on the basis of applicants' oral responses to oral inquiries.
  11. 11. Advantages of InterviewAdvantages of Interview • useful for determining if the applicant has requisite communicative or social skills which may be necessary for the job • can assess the applicant's job knowledge • can be used for selection among equally qualified applicants • enables the supervisor and/or co-workers to determine if there is compatibility between the applicant and the employees • allows the applicant to ask questions that may reveal additional information useful for making a selection decision
  12. 12. Disadvantages of InterviewDisadvantages of Interview • subjective evaluations are made • decisions tend to be made within the first few minutes of the interview with the remainder of the interview used to validate or justify the original decision • interviewers form stereotypes concerning the characteristics required for success on the job • research has shown disproportionate rates of selection between minority and non-minority members using interviews • negative information seems to be given more weight • not as reliable as tests

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