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.

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

4. Selection Tests

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

8. KINDS OF TESTS
 Mental Ability or Intelligence (cognitive)Test
 Personality Tests
 Ability tests
 Aptitude Tests
 Attainment Tests

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

14. Selection Interviews

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