this is one of my Hr Guru presentations ,hope they help u out! kindly acknowledge!

1. SELECTION METHODS
“Faking selection tests is so
widespread that it is amazing that
test scores obtained cannot really
relate to job performance.”

2. Candidate Iceberg
Interviews/ impressions
Job Skills
Job Attitudes
Copyright 2008,
ScientificSelection.com 770-792-

3. Look Under the Water Line
Details
Attitudes
Communication
Interests
Problem Solving
Motivations
Learning
Copyright 2008,
ScientificSelection.com 770-792-

4. The Selection Process
• The selection process is a series of
steps through which applicants pass
before he is recruited
• THE STEPS
• 1. Placing an ad
1. Receiving the resume and sifting
2. Selection Tests
3. Reference and Background Checks
4. Supervisory Interview
5. Hiring Decision

5. CRITERIA FOR SELECTING
TESTS
• Performance. Validity and Reliability
• Flexibility. Future configurations
• Commitment. Retention and motivation
• Condition of Labor Market. Availability

6. TYPE OF TESTS
1.COGNITIVE TESTS
2.PERSONALITY
3.ACHIEVEMENT TESTS
4.WORK SAMPLE
5.ASSESSMENT CENTERS

7. TYPE OF TESTS
(cont)
6. Interviews
7. Bio data
8. References Check

8. Common Assessment Tools
(some good…some not so much)
Little data –big assumptions
Off the Wall • General Interview
• Handwriting • Personality test
• Motivation test
• Astrology
• Reference check
• Pseudo –psych tests
Hard to fake - Job related
• Biographical data
Usually Unrelated • Situational int.
• Age • Behavioral int.
• Education • Mental ability
• Self assessment • Simulation
• Work Sample
• Grade point avg. • Assessment Center
• Recommendations
Copyright 2008,
ScientificSelection.com 770-792-

9. MOST IMPORTANT
SELECTION METHODS
Assessm
Interv Psycholo Applicatio Referen
ent N/%
iew gy Tests n Form ces
Center
Most
important 178 /
85 7 3 5 0
selection 100
method (%)
Second
most 148 /
15 1 35 32 17
important 100
method (%)
Third most 96/
important 0 0 35 20 45
method(%) 100

10. The Effectiveness of Personnel
Selection Legal
Reacti
Method Validity Cost Defensibility
on
Low
Application blanks Low ? Neutral
Weighted application High High High Neutral
High
Biographical/Interest blanks Moderate ? Negative
Low
Letters of recommendation Low Low Positive
High
Cognitive ability tests Low High Negative
High
Job knowledge tests High High Positive
High
Performance tests/work samples High High Positive
High
Assessment Centers High Low Positive
Interviews_unstructured; one rater Low Low High Negative
Structured interviews Behavioral or
situational High High High Positive

11. ACCURACY OF SELECTION METHODS
PREDICTED VALIDITY
100 PERFECT PREDICTION
90
ASSESSMENT CENTRES/ SAMPLE TEST
80
ABILITY TESTS
70
PERSONALITY TESTS (COMBINATION)
60
BIODATA
50
STRUCTURED INTERVIEWS
40
TYPICAL INTERVIEWS
30
REFERENCES
20
ASTROLOGY
10
READING HANDS
0
CHANCE PREDICTION

12. Definition of Intelligence Test
• A standardized test used to establish an intelligence level
rating by measuring a subject’s ability to form concepts, solve
problems, acquire information, reason & perform other
intellectual operations.

13. Top 6 Characteristics of Intelligences
• Human characteristics appear to be multi-dimensional or multiple
intelligences…
• 1. Linguistic Intelligence
• 2. Visual/Spatial Intelligence
• 3. Musical
• 4. Logical/Mathematical
• 5. Interpersonal Intelligence
• 6. Intrapersonal
Source:// www.wikipedia.com
Theory of multiple intelligences.

14. Intelligence Quotient (IQ)
130+ Very Superior
• The ratio of a person’s 120-129 Superior
mental age to their
chronological age. 110-119 High Average
190-109
Average
Mental 80-89
Age Low Average
70-79
IQ = ---------------- x100 Borderline
Chronological under69
Age Extremely low
Source:// www.ask.com.
General psychology testing & intelligence, Psy-100.

15. Brain & Intelligence trivia
• IQ has been shown to increase with more schooling, better educated parents
and better toys.
• A higher IQ employee will be more productive than a lower IQ employee even after
years on the same job.
• Studies show that IQ is modestly related to the speed at which you do some
pretty simple things such as comparing two lines to see which is longer.
• Feeling rejected has an effect on your IQ score. Ohio researchers claim IQ can
decrease by 25 percent after being rejected. It's harder to think straight after rejection.
• IQ tests can’t measure all forms of intelligence. It’s widely agreed that
standardized tests can’t measure all forms of intelligence including creativity,
wisdom, practical sense and social sensitivity.
• Certain smells may improve your ability to pass exams. British research indicates
students revising for exams could use scent to improve their marks, but also that
smells associated with failure can worsen results. The smell of rosemary is also said
to enhance mental performance.
Source:// www.bdpplz.com

16. verbal
Spatial Quantitative
Cognitive abilities
Perceptual Reasoning

17. Constituents of cognitive ability
test
 Assess thinking, problem-solving, decision-making
and learning abilities.
 Usually timed, although not necessarily.
 Give an indication of the individual’s ability to
manage the intellectual requirements of a role.
 Can be biased by educational and cultural
background.

18. Evaluation of Cognitive Ability Tests
 Among the most valid methods of selection (criterion-related
validity).
 Appear to generalize across all organizations, all job types, and
all types of applicants ( generalize validity).
 Organizations using them enjoy large economic gains compared
to organizations not using them (utility).
 Validity is particularly high for jobs of medium and high
complexity, validity also exists for simple jobs.
 Intelligent employees have greater job knowledge.
 General cognitive ability measures more useful than measures of
specific abilities.

19. Cognitive Ability and Job
Performance
 Of all selection tests, cognitive ability tests are the
best predictors of job performance.
 The average correlation between cognitive ability test
scores and job performance is about r = .5.
 This correlation is generally higher than interviews,
personality tests, and other selection methods.

21. Personality tests
• What??. A person’s consistent pattern of
behavior.
• Moderate validity, legally less defensible.
• Intangible like motivation, interests and
interpers skills.
• MBTI, Big Five,

23. What is WORK SAMPLE
TEST?
Work Sample Tests are
designed to have high
content validity through
a close relationship with
the job.

24. Type of Tests- Work Sample
• Perform a few sample of work in test.
• Paper-pencil test. Kind of multipile choice
options for certain situations.
• Oral communication skills
• Events observeable, job related behaviors.
• All components have high content validity

25. ADVANTAGES OF WORK
SAMPLE TESTS
• High reliability
• Work Sample tests use equipment that is
the same or substantially similar to the
actual equipment used on the job
• Low adverse impact
• Difficult for applicants to fake job
proficiency which helps to increase the
relationship between score on the test and
performance on the job

26. DIS ADVANTAGES OF WORK
SAMPLE TESTS
• Costly to administer; often can only be
administered to one applicant at a time.
• These tests have less ability to predict
performance on jobs where tasks may
take days or weeks to complete .
• less able to measure aptitudes of an
applicant

28. What is an Assessment
Centre?
Employer:
“An alternative selection tool which allows the employer
to test candidates in a variety of different situations”
Attendee:
“The most terrifying experience of my life during which,
rather unfortunately, I acted as if I was a somewhat
disturbed individual having a particularly bad day”

29. Content of an
Assessment Centre
• In basket Test
. Leaderless Discussion
. Interviews
. Oral Presentations
• Psychometric Testing
• Exercises

30. Intelligence is a term describing a property of the mind
comprehending related abilities, such as the capacities for abstract
thought, reasoning, planning, problem solving, speech, and
learning.

31. Emotional Intelligence
Emotional intelligence is the innate potential to
feel, use, communicate, recognize, remember,
describe, identify, learn from, manage,
understand and maintain emotions.

32. Emotional Intelligence’s
Dimensions
• Self-awareness (know how you feel)
• Self-management (manage your emotions
and impulses)
• Self-motivation (can motivate yourself &
persist)
• Empathy (sense & understand what others
feel)
• Social Skills (can handle the emotions of
others)

33. Emotional Intelligence
Emotional intelligence is the innate potential to
feel, use, communicate, recognize, remember,
describe, identify, learn from, manage,
understand and maintain emotions.

34. FACTORS AFFECTING CHOICE
• Increase the predictive validity of the whole process;
• Be cost-effective;
• Be practical;
• Make sense to the selectors and candidates;
• Be acceptable to the selectors, the manager and
candidates;
• Be acceptable and transparent to existing staff and
key others;
• Enable good quality feedback to be given to candidates;
• Begin the induction;
• Inform the development plan;
• Contribute to the organization's image as a reputable
employer; and
• Contribute to the personal development of the managers
and others involved.