Assessing Job Candidates Accurately

• Assessment centers are usually used after the initial stages of the
selection process because :
• This involve large amount of time and expense in conducting
it.
• It usually follow the initial job interview.
Conducting and Operating Assessment Centre
2 Designed by MET-CET

Elements of Assessment Centers
For conducting and operating assessment involves various elements,
they are as follows:
1) Venue of assessment centre:
Designed by MET-CET3
Employers Premises Hotel
Assessment centers are commonly held on
This is considered as the fairest and most accurate method of
selecting staff.
or

1) Venue of assessment centre:
This method is considered as an accurate method for staff selection
because:
• Number of different selector gets to see the employer over
a long period of time.
• They have a chance to see what one can do, rather than
what one say he can do, in various situations.
• Participants performance in variety of situations.

• These may be conducted by HR personnel within the employer
company or by outside consultants.
• Assessment test are highly structured in their :
 Design
 Application
 Assessment procedure

These test are specifically adapted to assess factors like:
 Level of skills
 Aptitude
 Compatibility with the organizational structure.

2) Nature of the assessment test:
• Each test measures a range of indicators within these factors.
• During each test, candidates will be rated on a range of set
indicators, using a prescribed performance scale.

3) Evaluating candidates:
During each test:
• Candidates are rated on a range of set indicators, using a prescribed
performance scale.
• Results are cross checked against the same indicators of the other
tests.
On test completion observers meet to discuss the test results and
reach a group consensus about the ratings.

4)
Prior to the assessment candidates should receive :
• Initial briefing about the time-table of tests, location of rooms, etc.
• Instructions describing the exercise, his role, timeframes, equipment,
etc.
• Given detail about the measured individual indicators.
• Receive feedback on the results.

Assessment centers typically involve:
In assessment centers combinations of exercises and other assessment
like
Participants completing a range of exercises which simulates
the activities carried out in the target job.
Psychometric testing Interviews
Are used to assess particular competencies in individuals.

The theory behind this is….
If one wish to predict future job performance , the best way of doing it
is to get the individual to carry out a set of tasks which accurately
sample those required in the job and are as similar to them as
possible.

• They are people one level above the position that a person has
applied for.
• They will be ambitious and successful individuals within their own
departments.
• These people will have a very clear idea of the qualities they expect
to see in an individual performing the new role.
Role of Assessors in an Assessment Centre

behaviors of the candidate.
Observe Record Classify Judge

Assessment is done through:
Examining written or recorded
material produced by the candidate.
QuestioningDirect Observation
Examination of work

• Agencies have a preferred list of assessors they like to use.
• Human resource department will have key people they call upon for
the assessment centre days.
• For senior roles assessors who are external to the organization may
be used to bring a broader , perspective to the assessment.
• Exercise are performed in the assessment centre,
• multiple assessors are there.
• the panel will be made-up of diverse individuals; some may be
external to the organization or department.
• So it is necessary for assessors to have different priorities and adapt
to the behaviors accordingly.

• Agencies have a preferred list of assessors they like to use.
• Human resource department will have key people they call upon for
the assessment centre days.

• Play a key role at an assessment centre.
• Their job is to
– observing the behavior during the exercises
– make decisions about the employees' performance.
They make sure that the process is fair and objective for each
candidate,
Assessors take formal training to make sure they are competent.

• Assessor needs to unbiased towards the candidate.
• For that they need to be :
– Non judgmental
– Minimum interaction with the candidates.

Assessors need to have a thorough understanding of
• The organization and job being assessed.
• The competencies being assessed and its relation with the job.
• How to evaluate a candidate's behavior based on performance
within the exercises.
• How to make decisions based on behavioral evidence.
• How to present accurate oral and written feedback about the
candidate's behavior and performance.

For success of the centers:
• Assessors have to demonstrate the capability to observe and
record the behavior of candidates.
• They should be able to withhold judgments.
• Organize behavioral observations by job-related dimensions.
• Accurate rating of candidates on dimensions.

Role of assessors in an assessment centre
• Watch and scrutinize the performance actions of candidates during
the Process.
• Document the observed behavior traits demonstrated by the
candidate(s);
• Categorize the observed dimensional traits;
• Appraise the observed dimensional traits as measurable
performance actions:
• Communicate the observed performance behaviors to other
assessors when they meet to discuss the candidates' performances
in the various exercises and to rate each in various dimensional
areas

Role of assessors in an assessment centre
• Understand the purpose/intent of each tool to run/conduct as
planned;
• Assess the candidates on the competencies identified for each tool;
• Observe the candidates as an individual and in a group:
• Judge evidence of performance
• Provide a summary in terms of :
– strengths
– Weaknesses
– potential areas for improvement
• For each candidate interviewed.

You’re a member of the recruitment team. Your job is to assess
candidates for the various roles in the company.
Task:
• Suggest methods through which you would evaluate people for a
particular job.
• Discuss your answers in the class.
Let’s Think

• Designing a potential assessment centre should follow basic
principles in term of :
• Accuracy
• Fairness
• Reliability
Designing Tools in an Assessment Centre
• Multiple assessors
• Efficiency
• Multiple tests
• Optimal stress
• Legality

The design of the assessment centre should
– Reflect the ethos of the organization
– The actual skills required to carry out the job
– Potential sources of recruits
– The HR strategy

Psychometric Test Interview Leaderless GD
In-Basket Exercise Management Games
Presentations
Role Playing

Psychometric Test
Interview
Leaderless GD
In-Basket Exercise
Management Games
Presentations
Role Playing
• These are personality tests.
• Personality test are selected keeping in view the
following:
– Measurement objectives
– Reliability and validity
– Time required for administration
– Cost involved
Three types of tests are used:
Aptitude test
Ability test
Personality test

Three types of tests are used:
Measures
awareness,
knowledge,
problem solving
etc.
Ability test Personality test
Measures verbal
and numerical
reasoning ability
Measures
dimension of the
personality.
Chapter pencil
test
MBTI and 16PF
Aptitude testPsychometric Test
Interview
Leaderless GD
In-Basket Exercise
Management Games
Presentations
Role Playing

Psychometric Test
Interview
Leaderless GD
In-Basket Exercise
Management Games
Presentations
Role Playing
Interviews are of three types
• Structured interviews are used for increasing
reliability.
• In this type :
Questions
decided
Sample
responses
formed
Good
Bad
Average
On these parameters participants responses are
rated.
Structured Background Situational

Psychometric Test
Interview
Leaderless GD
In-Basket Exercise
Management Games
Presentations
Role Playing
Interviews are
When it is used?
• Candidates performance on his current and previous
jobs would be the indicator of his success for the role
for which he is being assessed.
• Candidates give specific examples of how he has
performed job duties or handled job problems in the
past.

Psychometric Test
Interview
Leaderless GD
In-Basket Exercise
Management Games
Presentations
Role Playing
Interviews are
Background interviews are used when
Participants
Performance on
Current job
Performance on
previous job
Are the indicators for his/her success for the role
they are been assessed.

Psychometric Test
Interview
Leaderless GD
In-Basket Exercise
Management Games
Presentations
Role Playing
Interviews are
Three types of questions are asked
Situational
Candidates are asked to
react on a given job
situation.
Job knowledge
• Defining a term
• Explaining a procedure
• Demonstrating a skill
Willingness to comply
with the job
requirements
BackgroundStructured Situational

Psychometric Test
Interview
Leaderless GD
In-Basket Exercise
Management Games
Presentations
Role Playing
Interviews are
BackgroundStructured Situational
• Here situations are based on critical incidents arising
from job analysis.
• In case of Behavioral Event Interview (BEI)
 Obtain detailed behavioral description of how
candidates performs work.
 Purpose is to find out what people actually do.

Below are sample interview question given.
From the nature of the question identify in which type
of interview the following questions will be asked.
Psychometric Test
Interview
Leaderless GD
In-Basket Exercise
Management Games
Presentations
Role Playing
• What would you do if the work of a subordinate or
team member was not up to expectations?
• A co-worker tells you in confidence that she plans to
call in sick while actually taking a week's vacation. What
would you do and why?
• A co-worker tells you in confidence that she plans to
call in sick while actually taking a week's vacation. What
would you do and why?

Below are sample interview question given.
From the nature of the question identify in which type
of interview the following questions will be asked.
Psychometric Test
Interview
Leaderless GD
In-Basket Exercise
Management Games
Presentations
Role Playing
• Tell me about yourself
• What are your academic qualifications?
• Why are you interested in this job?
• What are your Strengths and Weaknesses?

Psychometric Test
Interview
Leaderless GD
In-Basket Exercise
Management Games
Presentations
Role Playing
In leaderless group discussion:
Group of people
(4-6)
Problem
situation
Arrive at a group
discussion
Within specific
given time.
given

Psychometric Test
Interview
Leaderless GD
In-Basket Exercise
Management Games
Presentations
Role Playing
In this:-
• Real life problems are given to the group to solve.
• Various roles are assigned to the group members.
• No candidate is given the role of chair person.
• LGD’s stimulate decision making meetings in which
the resource have to be divided equitably.

Psychometric Test
Interview
Leaderless GD
In-Basket Exercise
Management Games
Presentations
Role Playing
In-basket exercise represents day to day decision
making situation which a manager is likely to face
in the written form from various source.

Psychometric Test
Interview
Leaderless GD
In-Basket Exercise
Management Games
Presentations
Role Playing
• Candidates are given variety of materials are given to
the participants such as memos, correspondence,
telephone message, notes, requests etc.
• Content is designed for the participants, on the basis
of job analysis done in terms of duties handled and
competencies required.
• The candidates are asked to deal with each of the
tasks in limited period of time. They have to write
their reactions in writing.

Psychometric Test
Interview
Leaderless GD
In-Basket Exercise
Management Games
Presentations
Role Playing
Based on the candidates reactions, following can be
assessed:
• General activity level
• Problem analysis skills
• Planning and organizing
• Time management
• Delegation
• Concern for priorities

Psychometric Test
Interview
Leaderless GD
In-Basket Exercise
Management Games
Presentations
Role Playing
In management games:
• Real life situation is simulated for an entire group.
• In this degree of complexity varies.
• The common denominator is unstructured nature of
the interaction among the participants and the
variety of actions that can be taken by all
participants.
• Often a computer program is used to generate
information and simulate the game.
• Candidates are not allowed direct access to the
computer.
• There is a mediator between the
candidates and the computer.

Psychometric Test
Interview
Leaderless GD
In-Basket Exercise
Management Games
Presentations
Role Playing
Interactive nature of these game provides opportunity
to assess dimension like:
Strategic Planning Team work
Team skills

Psychometric Test
Interview
Leaderless GD
In-Basket Exercise
Management Games
Presentations
Role Playing
Interactive nature of these game provides opportunity
to assess dimension like:
Analytical abilityLeadership
Assessor needs to undergo extensive training for this.

Psychometric Test
Interview
Leaderless GD
In-Basket Exercise
Management Games
Presentations
Role Playing
Objective:
Time: 20 Min Type: Pair
Task:
Observe the act and think of the following questions.
– In brief explain the act
– What is this technique called?
– Do you think this technique be effective in
assessing the candidates? Explain
After the act, discuss these with the class.
Activity Handout

Psychometric Test
Interview
Leaderless GD
In-Basket Exercise
Management Games
Presentations
Role Playing
Role playing is described as…
• It is a method of adopting roles from real life.
• It can be used as an evaluation technique for gaining
insight into
• various process of human relation
• person’s attitudes and behavior in a
particular role.
“Method of studying the nature of certain roles
by acting out its concrete details in a contrived
situation that permits better and more
objective observation.‘’

Psychometric Test
Interview
Leaderless GD
In-Basket Exercise
Management Games
Presentations
Role Playing
It can be used as an evaluation technique for gaining
insight into
Various process of human relation
Person’s attitudes and behavior
in a particular role.

Psychometric Test
Interview
Leaderless GD
In-Basket Exercise
Management Games
Presentations
Role Playing
Dimensions that can be evaluated with the help of role-
play are :-
Conflict management Leadership skills

Psychometric Test
Interview
Leaderless GD
In-Basket Exercise
Management Games
Presentations
Role Playing
play are :-
Group problem solving Team skills

Psychometric Test
Interview
Leaderless GD
In-Basket Exercise
Management Games
Presentations
Role Playing
play are :-
Verbal and non verbal communication

Psychometric Test
Interview
Leaderless GD
In-Basket Exercise
Management Games
Presentations
Role Playing
play are :-
Interpretation skills Flexibility

Psychometric Test
Interview
Leaderless GD
In-Basket Exercise
Management Games
Presentations
Role Playing
play are :-
Motivational styles

Psychometric Test
Interview
Leaderless GD
In-Basket Exercise
Management Games
Presentations
Role Playing
Effective technique
• In this, giving feedback to the person is easy.
• This technique is effective in giving feedback without
posing any threat to the candidates ego.
Makes it possible to
minimize distortions of
real life situations.
Helps to magnify the
situation to focus on
certain aspects.
Effective Training

Psychometric Test
Interview
Leaderless GD
In-Basket Exercise
Management Games
Presentations
Role Playing
• Individual presentations are extensively used in
assessment centers.
• Presentations on vision, organizational issues, case
studies, etc, are extensively used for assessing
employees / participants.

Psychometric Test
Interview
Leaderless GD
In-Basket Exercise
Management Games
Presentations
Role Playing
Objective:
Time: 35 Min Type: Group
Task:
• Make groups of _____
• Read the activity handout given to your group.
• Perform the task mentioned in the handout.
• Read out the given scenario and task with your
class followed by your answers.

Assessing Job Candidates Accurately

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