Employee testing and selection involves using various tools and techniques to select the best candidates for jobs. This includes assessing candidates through selection processes, basic testing techniques, background and reference checks, and work samples or simulations. Careful employee selection is important for performance, costs, and legal obligations. Employers must take reasonable steps to investigate candidates' backgrounds through methods like reference checks, databases, and social media to avoid negligent hiring claims. Common tests and techniques include cognitive and physical ability tests, personality tests, work samples, honesty tests, drug screens, and assessing immigration eligibility. The goal is to fairly and legally evaluate candidates' qualifications and suitability for positions.

1. Employee Testing and Selection
Group 2:
Elfa Adriana Ginting
Eunike Yuliana
Lindayani
Micha Paramitha
Ninis Melodie
Syukur Gulo

2. • Employee testing and selection is to explain
how to use various tools and techniques to
select the best candidates for the job
• The main topics are the selection process,
basic testing techniques, background and
reference checks, ethical and legal questions
in testing, types of tests, and work samples
and simulation.

3. Why careful employee is important?
Selection the right employees are important for
the three main reasons:
– Performance
• your own performance always depends in part on your
subordinates
– Costs
• it is important because it’s costly to recruit and hire
employees.
– Legal obligation.
• it’s important because of two of legal implications of
incompetent hiring. First, equal employment laws require
nondiscriminatory selection procedures for protected
groups. Second, courts will find the employer liable when
employees with criminal record or other problems use
access to customers’ homes (or similar opportunities) to
commit crimes.

4. Avoiding negligent hiring claims requires taking
“reasonable” action to investigate the candidate’s
background. This includes:
– Making a systematic effort to gain relevant information
about the applicant, and verifying all documentation;
– Scrutinizing all information supplied by the applicant, and
following up on unexplained gaps in employment;
– Keeping a detailed log of all attempts to obtain
information, including named and dates for phone calls or
other request;
– Rejecting applicants who make false statements of
material facts or who have conviction records for offenses
directly related and important to the job in question
– Balancing the applicant’s privacy rights with others “need
to know” especially when you discover damaging
information;
– Taking immediate disciplinary action if problems arise.

5. BASIC TESTING CONCEPTS
• Reliability
The consistency of scores obtained by the same person
when retested with the identical tests or with alternate
forms of the same test
• Validity
measuring something consistently
• Test Validity
the accuracy with which a test, interview, and so on
measures what it purports to measure or fulfills the
function it was designed to fill

6. there are two main ways to demonstrate a
test’s validity
– Criterion Validity is a type of validity based on
showing that scores on the test (predictors) are
related to job performance (criterion).
– Content Validity is a test that is content valid is
one that contains a fair sample of the tasks and
skills actually needed for the job in question.

7. HOW TO VALIDATE A TEST
The validation process consists of five steps:
Step 1: Analyze the Job
Step 2: Choose the test
Step 3: Administer the test
Step 4: Relate Your Test Scores and Criteria
Step 5: Cross-Validate and Revalidate

8. • Content Validation
the procedure you would use to demonstrate
content validity differs from that used to
demonstrate criterion validity (as described in steps
1 though 5)
• Research Insight: Face validity
Another factor is the obviousness of the link
between the test and performing the job (in other
words, the test’s “face validity”). The perceive face
validity of the selection procedure was strongest
correlate of favorability reactions between both
samples

9. Test Takers’ Individual Rights
and Test Security
Micha Paramitha

10. Test Takers’ Individual Rights and Test
Security
Test takers have the right to:
• the confidentially of test result
• the right to informed consent
regarding use of the these result
• the right to expect that only
people qualified to interpret the
scores will have access to them,
or that sufficient information will
accompany the scores to ensure
their appropriate interpretation
• the right to expect the test is fair
to all.

11. Legal Privacy Issues
Guidelines to follow here
include:
• Train your supervisors
regarding the importance of
the employee confidentially
• Adopt a ‘need to know’
policy.
• Disclose procedures. If you
know your firm can’t keep
information-such as test
result-confidential. you may
limit your liability by
disclosing that fact before
testing.

12. Using Tests at Work
41% of companies the
American Management
Association surveyed
tested application for
basics skills
About 67% of the
respondents required
employees to take job skill
tests, and 29% required
some form of psychologist
measurements.

13. Computerized and Online Testing
paper-and-pencil test
(cognitive skills test, a
math test, and a biodata
job history test)
online role-playing call
simulations

14. Types of Test
1. Test of Cognitive Abilities
2. Tests of Motor and Physical Abilities
3. Achievement Test

15. 1. Test of Cognitive Abilities
I.
Intelligence Tests
This is the IQ test
memory, vocabulary,
verbal fluency, and
numerical ability

16. Test of Specific Cognitive Abilities
Aptitude Test
Aptitude tests
are structured
systematic ways of
evaluating how people
perform on tasks or
react to different
situations.
Video

17. 2. Tests of Motor and Physical
Abilities
1. Test of Motor Abilities
motor abilities, such as
finger dexterity, manual
dexterity, and (if hiring
pilots) reaction time
2. Test of Physical Abilities
strength (such as lifting
weights), dynamic strength
(like pull-ups), body
coordination (as in jumping
rope), and stamina
Video

18. Personality Test
Personality test measure
basic aspects of an
applicant’s personality,
such as
• introversion,
• stability and
• motivation

19. The Big Five Personality Trait
• openness to experience
• conscientiousness
• extraversion,
• agreeableness, and
• emotional stability/neuroticism,

20. Interest Inventory
A personal development and selection device
that compares the person’s current interest
with those of others now in various
occupations so as to determine the preferred
occupation for the individual

21. 3. Achievement Test
Measure your performance in a specific
academic areas such as
• reading comprehension,
• written or oral expression, and
• mathematical computations

22. WORK SAMPLES
&
SIMULATION
Eunike Yuliana

23. Work Sample
 Work samples, you present examinees with situations
representative of the job which they’re applying, and
evaluate their responses.
 Experts consider these to be tests. However they differ from most
tests, because they measure job performance directly. ***.
 Actual job or task or its simulation used in testing an
applicant's or trainee's ability to perform it.

24. Work Sample
 Work samples must be approved by the Employment
Consultant or recruiter before they are administered to
candidates.
 A work sample may be used to verify critical skills identified in
the skills requirements for a specific position.

25. Work Sampling
 Work sampling technique is a testing method based on
measuring performance on actual basic job tasks.
 Work sampling does not delve into the applicant’s personality
or psyche, so there’s almost no chance of it being viewed as an
invasion of privacy.

26. Work Sampling (con’t)
 A sample taken at random from a large group tends to
have the same pattern of distribution as the large group
or universe. If the sample is
large enough, the
characteristics of the sample will differ but little from
the characteristics of the group.
 Basic procedure is to select a sample of several tasks
crucial to performing the job, and to then test applicants
on them.

27. Work Sampling (con’t)
Example of Work Sampling
 Working : 36 observations
 Idle
: 4 observations
 Total
: 40 observations
Percentage of;
 Idle time = (4/40 x 100) = 10%
 Working time = (36/40 x 100) = 90%
On an 8hr working day;
 480 x 0.10 = 48 mins  operator was idle
the
 480 x 0.90 = 432 mins  operator was working
the

28. A management assessment center
 A management assessment center is a two to three day
simulation in which 10 to 12 candidates

29. Typical simulated exercises include:
The in basket exercise
designed
to
simulate
administrative tasks of a job.
the
Leaderless group discussion
discussion question and tell members to arrive at a group
decision.
Management games
solve realistic problems, simulated
competing in a marketplace.
Individual presentations
communication
persuasiveness
The interview
skills
and
Objective test
tests of personality,
ability,
interest,
achievements.
mental
and

30. SIMULATION
SITUATIONAL TEST
Video Based simulation
Based video scenario
Situational Interview

31. Miniature job training and
evaluation
Miniature Job Training and Evaluation
means training candidates to perform several of the job’s
tasks, and then evaluating the candidates’ performance
prior to hire.
The miniature job training approach test applicants with
actual samples of the job, so it’s inherently content
relevant and valid.
The big problem is the expense involved in the individual
instruction and training.

32. Background investigation and
other selectin methods
Niniesmelodie

33. Testing
Testing is usually the one and only simple way
to do a selection process.

34. Kind of testing
• Background investigations and reference
checks
• Preemployment information services
• Honesty testing
• Graphology
• Substance abuse screening.

35. Background investigations and
reference checks

37. Preemployment informatin services
VideoRisk Assessment Group, Inc. Preemployment Background Screening and
Information Services.mp4

38. Types of background checks :
•
•
•
•
•
By phone
By commercial credit rating company
By databases
By written references
By checking candidates’ social networking
sites

39. So, how to make background checks
more useful ?
• Include on the application form a statement for
applicants to sign explicitly authorizing a
background check.
• Rely on telephone references
• Persistence and sensitivity to potential red flags
improve results
• Use the references offered by the applicant as a
source for other references
• Try to ask open ended questions

40. Polygraph, Paper and Pencil
honesty test, Graphology
Elfa Adriana Ginting

41. The polygraph
Polygraph is a device that measure physiological
changes like increased perspiration and that such
changes reflect changes in emotional state that
accompany lying.

42. The people that can use the polygraph
•
•
•
•
Local
State
Federal government employers
Industries with national defense or security
contracts
• Private business
• Police

43. The theory from lie detector is that when a person
lies, the lying causes a certain amount of stress that produces
changes in several involuntary physiological reactions.
There are a series of different sensors are attached to the
body and as the polygraph measures changes in :
1). Breathing,
2). Blood pressure,
3). Pulse and perspiration,
4). Pens record the data on graph paper.

44. Paper and Pencil honesty test
These are psychological tests designed to predict job
applicants proneness to dishonesty and other forms of
counter productivity.
Most of these test measure attitudes regarding things
like tolerance of others who steal, acceptance of
rationalizations for theft, and admission of theft related
activities

45. Honesty Testing Program :
•
•
•
•
Ask blunt questions ,
Listen, rather than talk.
Check all employment and personal references
Use paper and pencil honesty test and
psychological tests
•
Test for drugs
Paper and pencil honesty test is the simple test.
Especially in Indonesia, that In one company want to
selection the new employee

46. Graphology
Graphology is more specialized in the psychology of
handwriting analysis. Thus, a graphology expert can usually
be asked to help investigate crimes.
In Graphology, the handwriting analyst studies an
applicant’s handwriting and signature to discover the
person’s needs. The variation of light and dark lines shows
a “lack of control” and is “one strong indicator of the
writer’s inner disturbance.

47. Graphology word itself has defined as the study of a person's
personality through his handwriting.
A graphologist in his work when analyzing writing, aiming to find
information about the nature, personality, and character of its
author.
For the example, Sharon Stockham company , senior human
resource , says her company “lives and dies” by handwriting
analysis, using it as one element for screening officer candidates.

48. Physical Exams, Substance Abuse
Screening, Substance Abuse
Screening,
Syukur Gulo

49. Physical Exams
• Reasons for pre-employment
medical examinations:
– To verify that the applicant meets
the physical requirements of the
position
– To discover any medical limitations
you should take into account in
placing the applicant.
– To establish a record and baseline
of the applicant’s health for future
insurance or compensation claims.
– To reduce absenteeism and
accidents
– To detect communicable diseases
that may be unknown to the
applicant.
– Example: Astra, Medical
School, Pilot

50. Substance Abuse Screening
• Types of drug screening:
– Before formal hiring
– When there is a reason to believe the person has been using
drugs
– After a work accident
– Presence of obvious behavioral symptoms
– Random or periodic basis
– Transfer or promotion to new position
Example: Astra, Medical School, Pilot
• Types of tests
– Urinalysis
– Hair follicle testing

51. Substance Abuse in the Workplace
• Ethical Issues
– Presence versus
Impairment
– Recreational use versus
habituation
– Degrading and Intrusive of
procedures
– Accuracy of tests
• Legal Issues
– Drug Free Workplace Act
of 1988
– Americans with Disabilities
Act

52. Substance Abuse in the Workplace
• What to do when a job candidate tests
positive
– Will not hire such candidate
– Fire current employees who test positive

53. Complying with Immigration Law
1.
Hire only citizens and aliens lawfully
authorized to work in the certain country
(i.g. U.S.).
2.
Advice all new job applicants of your
policy.
3.
Require all new employees to complete
and sign the INS I-9 form to certify that
they are eligible for employment.
4.
Examine documentation presented by
new employees, record information
about the documents on the verification
form, and sign the form.
5.
Retain the form for three years or for
one year past the employment of the
individual, whichever is longer.
6.
If requested, present the form for
inspection by INS or Department of
Labor officers.

54. Procedure in Complying with
Immigration Law Applied in US

55. Procedure in Complying with
Immigration Law Applied in Indonesia

56. Improving Productivity Through HRIS: Comprehensive
Automated Applicant Tracking and Screening Systems
The applicant tracking systems we introduced in Chapter 4 (recruiting) do more
than compile incoming Web-based resumess and track applicants during the
hiring process.
•
•
•
First, most employers also use their applicants tracking systems (ATS)
Second, employers also use these advanced ATS to test and screen applicants
online: web-based skill testing, cognitive skill testing, psycologival testing.
Third, the newer system don’t just screen out candidates, but discover
“hidden talents.”

57. Employee testing and selection
Group 2:
Elfa Adriana Ginting
Eunike Yuliana
Micha Paramitha
Ninies Melodie
Saviora Linda
Syukur Gulo