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Preemployment testing
- 2. Chapter 11 Presenter: Rizwan Hafeez Dayo
- 4. Why to test sb before employment? Draw undesirable traits and behaviors Finding the qualities required to do the job Minimizing the bias in the interview and selection process
- 5. Some more… Allow employers to identify potentially unfit workers Reduce cost of recruiting, hiring and training Identifying future “Work stars” Protection against the so-called applicants who mislead interviewers Identify workers who need extra assistance and training
- 6. Cost & Benefit Analysis Advantages Disadvantages Matching individuals’ Overlook interviewing skills KSAO with the requirement Predict who will do well of job Screens out qualified Identify desirable and applicants who do not test undesirable traits well Protects against charges of Attempts to evaluate future negligent hiring job suitability Substitute for Reference Substitutes for OTJ training in checks jobs requiring minimal learning Objective Deemed as solving multiple Provides distinction employment problems
- 7. Test Validation Proving that a certain test or selection procedure really works for identifying the job-related traits and skills. Types of Validity: 1. Criterion-related validity 2. Content validity 3. Construct validity
- 8. Test Administration
- 9. Test Administration Test Takers Applicants who need to demonstrate particular skills and traits in order to perform the job well Test Administrators Professional staff or Outsource Test Standardization Same environment Same conditions (duration, instructions, material & physical factors) No distortions (noise, interruptions, uncomfortable seating, poor lighting, poor ventilation)
- 10. Test Administration – contd. Test Security Separating those who have taken test & who have not. Keep tests locked Assign random seating arrangement Language Consistency Avoid unfamiliar or confusing words
- 11. Testing Categories Drug Testing Psychological Testing Personality Testing Integrity Testing Physical Testing
- 12. Testing Categories Drug Testing Blood Hair Analysis Urine (screening; confirmatory) Pupil’s reaction to light Hand-eye coordination and reaction time
- 13. Testing Categories – contd. Psychological Testing General Intelligence Aptitude Achievement (current skills, knowledge & accomplishments) Reasons to conduct psychological testing: Cost-efficient Have a preventive effect on deviant conduct against those hired Determining more productive workforce Relieves the employer & provides competitive edge
- 14. Testing Categories – contd. Personality Testing Projective tests (evaluate how a person describes, interprets or understands unstructured stimuli) Personality inventories (characteristics, thoughts, feelings, attitudes & behavior) Graphology (Handwriting analysis)
- 15. Testing Categories – contd. Integrity Testing Polygraphs and Lie-detecting tests Written honesty tests (Overt tests, Veiled-purpose test) Physical Testing Pre-employment physical exams (To ensure that the workforce is healthy enough to deal with the job related stress) Tests of physical ability (psychomotor tests)
- 16. Computer Based Testing Don’t confuse it with Web Based Testing CBTs Computer Adaptive Tests (CATs) Computerized Classification Tests (CCTs)
- 17. Pros & Cons of CBTs PROS CONS Convenience Computer Literacy Consistency Lack of Flexibility Efficiency Cost! Ease Security Diversity of questions Varied presentation Accuracy
- 18. Final Word Testing an applicant for a particular job is of immense importance. Your one decision can result in lost prospective employee. You need to do job analysis in order to determine the exact need of test. So once for all: TEST IS NOT ALWAYS THE SOLUTION!