Simple information about interviewing and testing new employees.

1. Employee Testing &Selection

2. Important Test Characteristics
Reliability: same person gets the same
results on doing the test (or alternate form)
again.
Validity: fulfill the function it was designed for

3. Types of Tests
Cognitive Abilities
◦ IQ
◦ Specific Cognitive Abilities (Aptitude)
Motor and Physical Abilities
Personality and Interests (intangibles)
◦ Big Five
◦MBTI
◦ Interests Inventories
Achievements Tests (What you learned)
Web-based Testing

4. Other Types of Testing
Work Sampling
Simulations
Management Assessment Centers
◦ In basket
◦ Leadership Group Discussion
◦ Management Game
◦ Individual Presentations
◦ Objective Tests
◦ The Interview
Video-based Situational Testing
The Miniature Job Training and Evaluation

5. Background Checks
Useful
◦ Include a statement in application form
◦ Use phone calls check
◦ Use multiple sources
◦ Be persistent to red flags
◦ Ask several detailed questions
Pre-employment Information Service
Polygraph and Honesty Testing
Graphology
Physical Examination
Substance Abuse Screening

6. Interviewing Candidates

7. An Interview
Is a procedure designed to obtain
information from a person
through oral responses to oral
inquiries.

8. Types of Interviews
1. Appraisal Interview
2. Exit Interview
3. Selection Interview

9. Unstructured Interview: no specific
structure or set format to follow.
Structured Interview: The questions and
acceptable responses are specified in
advance.

10. Types of interviews based on content
Situational Interview: what is the behavior for a given situation?
Behavioral Interview: describe how they actually reacted to
situations in the past?
Job-related interview: Questions about past experience to estimate
job performance.
Stress Interview: make applicant uncomfortable

11. Administering the Interview
 One-on-one
 Sequential (unstructured – Structured)
 Panel
 Mass
 Computerized

12. What can undermine interview’s usefulness
First impressions
Misunderstanding the job
Candidate Order Error
Nonverbal Behavior
Effect of personal characteristics
Interviewer Behavior

13. Designing Effective Interviews
1. Job Analysis
2. Rate Job Duties (Main)
3. Create Interview Questions
4. Create Benchmark Answers (Model)
5. Appoint the interview panel and conduct
interviews

14. Advice to Effective Interviewing
 Base questions on actual job duties
 Use job knowledge, situational, and behavioral oriented questions
 Train Interviewers
 Use same questions with all candidates
 Use descriptive rating scale
 Use panel
 Standardized interviewing form
 Control the Interview
 Take brief notes

15. Important Notes
Prepare for the interview
Establish rapport
Ask questions
◦ Do not ask (yes/no) questions
◦ Do not interrogate the candidate
◦ Ask open questions
◦ Listen Carefully
◦ Draw candidate’s response
◦ Ask for supportive examples
Close the Interview
Review the interview

16. Concepts Consulting LLC
18 Zaki Ragab St.
Smuha, Alexandria
Egypt