This document discusses different selection methods used in the hiring process, including tests and interviews. It describes common types of employment tests like intelligence, personality, ability, aptitude, and attainment tests and explains their purposes. Intelligence tests measure abstract thinking and reasoning abilities while personality tests assess traits like openness, conscientiousness, extraversion, agreeableness, and neuroticism. The document also outlines different types of interviews used in selection, such as preliminary, stress, background, discussion, and group interviews. It explains that interviews allow employers to assess suitability and seek more candidate information.
aptitude test and its types. it consist of detailed description about aptitude test and its types with perfect examples. easy to understand and apply in clinical area.
aptitude test and its types. it consist of detailed description about aptitude test and its types with perfect examples. easy to understand and apply in clinical area.
Job analysis- what it is and the methods to complete it. We did not have the resources to complete the job analysis, however we described the process and discuss limitations of this approach.
Aptitude (Test) and their Nature and CharacteristicsSubhankar Rana
Aptitude is a future potentiality of an individual therefore we predict a person's future success in a particular field.
#Aptitude #Measurement & Evaluation #Achievement #Future potentiality #Ability
Job analysis- what it is and the methods to complete it. We did not have the resources to complete the job analysis, however we described the process and discuss limitations of this approach.
Aptitude (Test) and their Nature and CharacteristicsSubhankar Rana
Aptitude is a future potentiality of an individual therefore we predict a person's future success in a particular field.
#Aptitude #Measurement & Evaluation #Achievement #Future potentiality #Ability
Psychometric testing provides valuable insights into individual differences and capabilities, helping organizations and professionals make informed decisions in areas like personnel selection, career planning, talent management, and personal development.
https://www.acadecraft.com/psychometric-services/
1. P R E S E N T E D BY: -
H E M L ATA T E K WA N I
NA I M I Q BA L K H A N
A B I S H E K ( M U T T H U )
ROLE OF TESTS AND INTERVIEWS IN
SELECTION PROCESS
2. Employee selection
Selection is the process by which a firm uses specific instruments to
choose from a pool of applicants a person or persons most likely to
succeed in the job(s), given management goals and legal requirements.
3. Selection Methods
Sifting applications: Application forms, CV-s and covering letters
Biodata analysis: objective, weighted scoring of biographical data (e.g. sex, age, family
background, work experience, leisure interest…)
Work sample tests
Written tests: ability, intelligence (or cognitive ability), personality, aptitude
Interviews:
individual interviews, interview panels, selection boards
Structured or general interview
Assessment centres
References
The final stage: offer a job contract
5. EMPLOYMENT TESTS
“A test is an instrument designed to measure selected psychological and
mechanical attributes of an individual”
6. WHY DO WE USE TESTS?
FOR THE SELECTION AND PLACEMENT OF NEW EMPLOYEES
FOR APPRAISING EMPLOYEES FOR PROMOTIONAL POTENTIALS
FOR COUNSELLING EMPLOYEES
7. ADVANTAGES OF TESTING
TEST CAN HELP UNCOVER TALENT
TEST REDUCE THE COSTS OF SELECTION AND PLACEMENT
TEST PROVIDE A HEALTHY BASIS FOR COMPARING APPLICANT’S
BACKGROUND
9. Intelligence test
• Measures general intelligence: the capacity of abstract thinking and
reasoning
• Higher IQ leads your performance on the Job.(a2)
10. Personality Tests
Many different tests
Five-factors model{Big five personality-test)
Openness to experience
Conscientiousness
Extraversion/intraversion
Agreeableness (cooperativity)
Neuroticism(Emotional stability)
Myers – Briggs Type Indicator (in the USA)
Self-reporting tests
11. Ability Tests
Test of Psychomotor abilities and specific aptitudes (vision, hearing,
motor dexterity , artistic ability , mechanical ability , management
potential , leadership potential etc.)
Tests of general ability attempt to measure a person’s ability to problem
solve , analyze and adapt to new situations or challenges
12. Aptitude tests
Job specific tests that are designed to predict the potential performance
of given job tasks
E.g. clerical aptitude, mechanical aptitude…
13. • Measuring abilities and skill already acquired
• E.g. typing test
Attainment tests
15. EMPLOYMENT INTERVIEW
THE INTERVIEW IS AN ALMOST UNIVERSAL SELECTION DEVICE.
IT ENABLES THE PERSON RESPONSIBLE FOR EMPLOYMENT TO
APPRAISE THE CANDIDATE AND HIS BEHAVIOUR.
16. PURPOSE OF INTERVIEW
TO FIND OUT THE SUITABILITY OF THE CANDIDATE
TO SEEK MORE INFORMATION ABOUT THE CANDIDATE
TO GIVE HIM THE ACCURATE PICTURE OF JOB
17. KINDS OF INTERVIEW
PRELIMINARY INTERVIEW
STRESS INTERVIEW
BACKGROUND INFORMATION INTERVIEW
DISCUSSION INTERVIEW
GROUP INTERVIEW
NON DIRECTED INTERVIEW
PATTERNED OR STRUCTURED INTERVIEW
18. PROCEDURE OF INTERVIEW
SHORTLISTING OF CANDIDATE
PHYSICAL ARRANGEMENT FOR THE INTERVIEW
RECEPTION OF THE CANDIDATES
CONDUCT OF INTERVIEW
FINALISATION OF MINUTES OF THE INTERVIEW