What is Pre-Employment Testing?
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Pre-employment testing involves using objective standardized tests to assess candidates' capabilities and traits. There are three main types of tests: aptitude tests measure critical thinking and problem solving skills; personality tests evaluate traits like conscientiousness and extraversion; and skills tests assess abilities relevant to the job like typing or math. Using multiple types of tests per candidate allows for a more reliable and informed hiring decision. Criteria Corp's HireSelect system provides web-based pre-employment testing to help companies streamline their hiring processes.
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Introduction : Employee testing and selection
Employee testing and selection involves using various tools and techniques to select the best candidates for jobs. This includes assessing candidates through selection processes, basic testing techniques, background and reference checks, and work samples or simulations. Careful employee selection is important for performance, costs, and legal obligations. Employers must take reasonable steps to investigate candidates' backgrounds through methods like reference checks, databases, and social media to avoid negligent hiring claims. Common tests and techniques include cognitive and physical ability tests, personality tests, work samples, honesty tests, drug screens, and assessing immigration eligibility. The goal is to fairly and legally evaluate candidates' qualifications and suitability for positions.
Preemployment testing
The document discusses pre-employment testing, including reasons for testing candidates, types of tests, and considerations around test administration and validation. Key points include:
1) Employers use pre-employment testing to identify desirable traits, minimize bias, reduce costs, and protect against negligent hiring.
2) Common types of tests include drug, psychological, personality, integrity, and physical tests.
3) Test administration requires standardization, security, and consistency in conditions and language.
4) Validating that tests actually measure job-relevant skills is important.
Competency mapping
This document discusses competency mapping and its importance for organizations. It defines competency as the skills, knowledge, and behaviors that enable someone to successfully perform their job. Competency mapping is the process of identifying the key competencies needed for each role in an organization. This helps with tasks like recruitment, training, performance reviews, and succession planning. The document outlines the evolution of competency mapping over time. It also discusses how competency mapping benefits organizations and some key facts about the process, like using multiple assessment techniques. The document then shares details from a case study on competency mapping conducted in a manufacturing industry. It concludes with recommendations for further reading on the topic.
Employee Testing and selection /Human Resource Management
This document discusses employee testing and selection. It covers several key points:
1. It explains why employee selection is important for organizational performance, costs of recruiting and hiring, and legal obligations and liability. The goal is to achieve person-job and person-organization fit by matching candidates' skills to the job requirements.
2. It defines reliability as the consistency of test scores over time and validity as whether a test actually measures what it intends to measure.
3. It lists and describes the basic categories of selection tests, including cognitive abilities, physical abilities, personality/interests, and achievement tests, providing examples of each type. It also discusses work samples, simulations, and background checks.
RECRUITMENT AND SELECTION
Understand and Differentiate between strategic recruitment and selection.
Identify the dual goals of recruiting.
Comprehend recruitment process from organizational as well as individual perspective.
Identify what strategic decisions are involved in recruiting.
Explain the major recruitment methods and analyze their advantages and disadvantages.
Identify the basic selection criteria.
Design and administer an effective selection process.
Evaluate the three methods e.g., information gathering, tests and interviewing used in employee selection.
Appreciate varied contemporary interviewing techniques used by interviewers.
Design interview form and evaluation matrix.
Job Analysis PPT
The document outlines the process of job analysis which involves identifying the duties, requirements, and skills needed for a given job. It discusses the main steps as collecting information through questionnaires, observation and interviews, preparing job descriptions and specifications, and creating a report. Job analysis is important for selection, compensation, training, and performance appraisal as it establishes the job-relatedness of these processes. Key aspects to analyze include job duties, work environment, tools/equipment, and relationships.
Interviewing Candidates - Types Of Interviews- Human Resource Management
Types Of Interviews - Interviewing Candidates - Basic Features of Interviews - Selection Process - Unstructured or Nondirective Interview - Structured or Directive Interview - Best Interview question - Popular question asked in interview - Interview Question
Interviews may be defined as face to face communication method for knowing some information about the potential job candidates. It is a process of collecting some information whether the candidates like the job or not. Under these processes, job seekers invited to appear at the interview board with their relevant academic and other qualification records. An interview is generally taken by one member committee several managers at different places, and several persons sitting on a board.
Screening ppt
Screening, testing, and interviewing are key steps in the selection process. Selection involves identifying applicants that best meet the criteria for open positions. A variety of tools are used including application screening, employment tests that measure abilities and skills, and structured interviews. The goal is to select candidates that have the highest chance of performing well in the job. Care must be taken to ensure selection methods are valid, reliable, and avoid potential biases.
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Introduction : Employee testing and selection
Employee testing and selection involves using various tools and techniques to select the best candidates for jobs. This includes assessing candidates through selection processes, basic testing techniques, background and reference checks, and work samples or simulations. Careful employee selection is important for performance, costs, and legal obligations. Employers must take reasonable steps to investigate candidates' backgrounds through methods like reference checks, databases, and social media to avoid negligent hiring claims. Common tests and techniques include cognitive and physical ability tests, personality tests, work samples, honesty tests, drug screens, and assessing immigration eligibility. The goal is to fairly and legally evaluate candidates' qualifications and suitability for positions.
Preemployment testing
The document discusses pre-employment testing, including reasons for testing candidates, types of tests, and considerations around test administration and validation. Key points include:
1) Employers use pre-employment testing to identify desirable traits, minimize bias, reduce costs, and protect against negligent hiring.
2) Common types of tests include drug, psychological, personality, integrity, and physical tests.
3) Test administration requires standardization, security, and consistency in conditions and language.
4) Validating that tests actually measure job-relevant skills is important.
Competency mapping
This document discusses competency mapping and its importance for organizations. It defines competency as the skills, knowledge, and behaviors that enable someone to successfully perform their job. Competency mapping is the process of identifying the key competencies needed for each role in an organization. This helps with tasks like recruitment, training, performance reviews, and succession planning. The document outlines the evolution of competency mapping over time. It also discusses how competency mapping benefits organizations and some key facts about the process, like using multiple assessment techniques. The document then shares details from a case study on competency mapping conducted in a manufacturing industry. It concludes with recommendations for further reading on the topic.
Employee Testing and selection /Human Resource Management
This document discusses employee testing and selection. It covers several key points:
1. It explains why employee selection is important for organizational performance, costs of recruiting and hiring, and legal obligations and liability. The goal is to achieve person-job and person-organization fit by matching candidates' skills to the job requirements.
2. It defines reliability as the consistency of test scores over time and validity as whether a test actually measures what it intends to measure.
3. It lists and describes the basic categories of selection tests, including cognitive abilities, physical abilities, personality/interests, and achievement tests, providing examples of each type. It also discusses work samples, simulations, and background checks.
RECRUITMENT AND SELECTION
Understand and Differentiate between strategic recruitment and selection.
Identify the dual goals of recruiting.
Comprehend recruitment process from organizational as well as individual perspective.
Identify what strategic decisions are involved in recruiting.
Explain the major recruitment methods and analyze their advantages and disadvantages.
Identify the basic selection criteria.
Design and administer an effective selection process.
Evaluate the three methods e.g., information gathering, tests and interviewing used in employee selection.
Appreciate varied contemporary interviewing techniques used by interviewers.
Design interview form and evaluation matrix.
Job Analysis PPT
The document outlines the process of job analysis which involves identifying the duties, requirements, and skills needed for a given job. It discusses the main steps as collecting information through questionnaires, observation and interviews, preparing job descriptions and specifications, and creating a report. Job analysis is important for selection, compensation, training, and performance appraisal as it establishes the job-relatedness of these processes. Key aspects to analyze include job duties, work environment, tools/equipment, and relationships.
Interviewing Candidates - Types Of Interviews- Human Resource Management
Types Of Interviews - Interviewing Candidates - Basic Features of Interviews - Selection Process - Unstructured or Nondirective Interview - Structured or Directive Interview - Best Interview question - Popular question asked in interview - Interview Question
Interviews may be defined as face to face communication method for knowing some information about the potential job candidates. It is a process of collecting some information whether the candidates like the job or not. Under these processes, job seekers invited to appear at the interview board with their relevant academic and other qualification records. An interview is generally taken by one member committee several managers at different places, and several persons sitting on a board.
Screening ppt
Screening, testing, and interviewing are key steps in the selection process. Selection involves identifying applicants that best meet the criteria for open positions. A variety of tools are used including application screening, employment tests that measure abilities and skills, and structured interviews. The goal is to select candidates that have the highest chance of performing well in the job. Care must be taken to ensure selection methods are valid, reliable, and avoid potential biases.
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- What a job specification is and the minimum qualifications it lists like physical, mental, psychological, and personal characteristics required to perform the job successfully.
- The key difference is that a job description outlines what the job duties are, while a job specification lists the minimum acceptable qualifications a person needs to have to do the job. Both are important tools that come from job analysis for selecting the right candidate for a role.
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The document discusses performance appraisal, which is defined as the systematic evaluation of an employee's personality, traits, and job performance. It aims to determine an employee's contributions and value. Some key methods discussed include rating scales, checklists, forced distribution, and behavioral anchored rating scales. Performance appraisal provides benefits like improving performance, making correct decisions, and minimizing dissatisfaction. Future-oriented methods covered are management by objectives, psychological appraisal, and 360-degree feedback.
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The document provides an overview of the selection process in human resource management. It defines selection as the process of differentiating between job applicants to identify those most likely to succeed. The summary includes:
1) Selection involves multiple steps, from screening applications and resumes to conduct tests, interviews, background checks, and medical examinations to narrow the pool of candidates.
2) The goal is to reject unsuitable candidates at each stage through a "successive hurdles technique" until the best candidates remain.
3) An effective selection process reduces errors in hiring by accurately predicting who will and won't succeed in a role.
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The document discusses recruitment and selection at ONGC (Oil and Natural Gas Corporation Limited), an Indian global energy company. It outlines the processes of recruitment, finding and hiring qualified candidates, and selection, evaluating and selecting individuals for jobs. It then discusses methods of recruitment like campus placement, newspapers, and employment agencies. The objectives and methodology of the study into ONGC's recruitment and selection programs are presented, including questionnaires, interviews, and secondary research. Recommendations call for better awareness of programs and a more effective recruitment environment. The conclusion is that ONGC's recruitment sources are effective and selection is cost-effective when considering existing employee performance and sincerity.
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Here are the key details about Dimension Group:
- Dimension Group was founded in 2007 by Mr. Ravi Kant Mathur and is a pioneer in organized financial and recruitment services in India.
- It provides a wide range of financial services including debt dealing, insurance dealing, mutual fund distribution, financial advisory and manages over Rs. 200 crores in assets.
- Dimension Group also engages in recruitment and staffing services through its subsidiary Dimension Corporate Services which places executives, middle, and top-level management professionals across various functions and industries.
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This document discusses performance management and appraisals. It begins by defining performance management as processes used to identify, encourage, measure, evaluate, improve, and reward employee performance. It then distinguishes performance management from performance appraisals. The document outlines the components of an effective performance management system and various methods for identifying and measuring employee performance, including setting performance standards. It also discusses developmental and administrative uses of performance appraisals and potential issues.
Principles of Management - Performance Appraisal methods
This document discusses various methods for performance appraisal in organizations. It describes methods such as confidential reports, essay evaluation, critical incidents, checklist methods, behaviorally anchored rating scales, graphic rating scales, and management by objectives. For each method, it provides details on the process, advantages, and disadvantages.
Job evolution ppt
This document provides an overview of job evaluation. It defines job evaluation as a systematic way to determine the value or worth of a job in relation to other jobs in an organization. The document then outlines the typical process for job evaluation, including gaining acceptance, creating an evaluation committee, analyzing jobs, and describing jobs. It discusses two main methods of job evaluation: non-analytical/qualitative methods like simple ranking and grading, and analytical/quantitative methods like point and factor comparison methods. The factor comparison method, which quantifies job comparisons, is described as the most commonly used quantitative method.
Job description vs job specification
This document discusses job descriptions, job specifications, and the difference between the two. It provides details on:
- What a job description is and the typical sections it contains like job identification, duties and responsibilities, supervision, and working conditions.
- What a job specification is and the minimum qualifications it lists like physical, mental, psychological, and personal characteristics required to perform the job successfully.
- The key difference is that a job description outlines what the job duties are, while a job specification lists the minimum acceptable qualifications a person needs to have to do the job. Both are important tools that come from job analysis for selecting the right candidate for a role.
performance appraisal and its methods
The document discusses performance appraisal, which is defined as the systematic evaluation of an employee's personality, traits, and job performance. It aims to determine an employee's contributions and value. Some key methods discussed include rating scales, checklists, forced distribution, and behavioral anchored rating scales. Performance appraisal provides benefits like improving performance, making correct decisions, and minimizing dissatisfaction. Future-oriented methods covered are management by objectives, psychological appraisal, and 360-degree feedback.
Selection Process HRM
The document provides an overview of the selection process in human resource management. It defines selection as the process of differentiating between job applicants to identify those most likely to succeed. The summary includes:
1) Selection involves multiple steps, from screening applications and resumes to conduct tests, interviews, background checks, and medical examinations to narrow the pool of candidates.
2) The goal is to reject unsuitable candidates at each stage through a "successive hurdles technique" until the best candidates remain.
3) An effective selection process reduces errors in hiring by accurately predicting who will and won't succeed in a role.
Chapter 6 Recruitment And Selection
The document discusses recruitment and selection processes. It covers topics such as the aims of recruitment, importance of recruitment and selection, internal promotion vs external recruitment, job analysis, recruitment strategies including advertisements and e-recruitment, initial screening methods, final selection techniques like interviews and tests, effectiveness and validity of different techniques, and differences in approaches across countries.
Dessler ch 06-employee testing and selection
This PowerPoint presentation summarizes key points from Chapter 6 of the 11th edition of the textbook "Human Resource Management" by Gary Dessler regarding employee testing and selection. The presentation covers the importance of reliable and valid testing, different types of tests including cognitive, personality and work sample tests, legal and ethical considerations of testing, and conducting background investigations and reference checks. The overall goal of the chapter is to explain how to properly utilize testing and other tools to select the right employees for jobs.
Job evaluation
The document discusses job evaluation and provides definitions, purposes, processes, techniques, factors and benefits of job evaluation. It summarizes that job evaluation is a systematic way to determine the relative worth of jobs in an organization in order to establish fair pay. It involves analyzing jobs and ranking them based on factors like skills, effort, responsibility and working conditions using both quantitative and qualitative techniques. An effective job evaluation helps organizations attract and retain talent through fair compensation.
Industrial psychology
Industrial and organizational psychology is the scientific study of employees, workplaces, and organizations. It aims to improve workplace performance and employee well-being through the application of psychological principles. Industrial psychologists contribute to organizational success by enhancing conditions and productivity. However, resistance to change presents a challenge as both employees and employers often oppose new ideas due to threats to established habits or uncertainty regarding efficiency.
KPI for Human Resource Management
This document provides an example of key performance indicators (KPIs) for evaluating a human resources manager. It includes 4 key result areas for an HR department and defines KPIs as measurable indicators used to evaluate performance in each area. Targets and actual results are defined for each KPI, and a formula is provided to calculate scores based on performance and determine an overall final score. The final score is then used to determine bonuses, salary increases, and promotions.
RECRUITMENT AND SELECTION
The document discusses recruitment and selection at ONGC (Oil and Natural Gas Corporation Limited), an Indian global energy company. It outlines the processes of recruitment, finding and hiring qualified candidates, and selection, evaluating and selecting individuals for jobs. It then discusses methods of recruitment like campus placement, newspapers, and employment agencies. The objectives and methodology of the study into ONGC's recruitment and selection programs are presented, including questionnaires, interviews, and secondary research. Recommendations call for better awareness of programs and a more effective recruitment environment. The conclusion is that ONGC's recruitment sources are effective and selection is cost-effective when considering existing employee performance and sincerity.
Recruitment and selection(dimension group)
Here are the key details about Dimension Group:
- Dimension Group was founded in 2007 by Mr. Ravi Kant Mathur and is a pioneer in organized financial and recruitment services in India.
- It provides a wide range of financial services including debt dealing, insurance dealing, mutual fund distribution, financial advisory and manages over Rs. 200 crores in assets.
- Dimension Group also engages in recruitment and staffing services through its subsidiary Dimension Corporate Services which places executives, middle, and top-level management professionals across various functions and industries.
- The company started with debt advisory and broking services and has expanded over the years to offer personalized wealth management, retirement planning, and investment advisory through Dimension Financial Solutions.
Ppt performance appraisal
This document provides an overview of performance appraisal and management systems. It discusses the need for performance appraisals to provide feedback, identify training needs, and inform personnel decisions. It also covers the differences between traditional appraisal and modern performance management, focusing on elements like frequency of reviews and emphasis on development versus evaluation. Finally, it lists some common limitations and problems with performance appraisals, such as bias, errors in judgment, and resistance from employees.
Case Study on HR-Performance Appraisal
A case study that covers the area of Performance Appraisal in HR, prepared for class room presentation at Institute of Management in Kerala
Methods of Performance appraisal - Principles of Human Resource Management
Employee working in an organization looks for growth. In this session, we have provided a brief about various methods of performance appraisal.
Selection tests
Selection tests are commonly used to assess job applicants and measure characteristics like intellectual abilities, knowledge, personality, and interests. Properly designed tests are standardized, objective, reliable, and valid. Some common types of tests include cognitive aptitude tests, psychomotor ability tests, job knowledge tests, and work sample tests. Interviews are also a key part of the selection process. Structured interviews with standardized questions are preferable to unstructured interviews. Common mistakes in interviewing include making snap judgments, emphasizing negatives, lacking job knowledge, feeling pressure to hire, and being influenced by nonverbal behaviors.
Questionnaire on Performance Management System
This document contains a questionnaire on performance management systems with several sections. Section A collects general information about respondents and their organizations. Section B asks about the nature of the organizations' current performance management systems, including whether they are formal systems, which employee groups they apply to, and the techniques used for performance assessment. Section C collects perceptions of HR professionals about challenges, definitions, determinants of success, and relationships to other HR areas like compensation. Sections D-F ask about processes, issues, effectiveness evaluation, and potential changes to performance management systems. The questionnaire aims to understand current practices and perceptions around performance management.
Selection tests and Reliability and Validity in HRM
Selection tests and Reliability and Validity in HRM,
Reliability and validity in HRM, Selection tests and Reliability and Validity in HRM
360 degree final ppt
The document discusses 360-degree performance appraisals. It explains that 360-degree appraisals involve collecting feedback about an employee from their manager, peers, direct reports, and customers. The process aims to provide a more comprehensive view of an employee's performance. Some key advantages are that it provides honest assessments from multiple perspectives and helps employees identify strengths and areas for development. However, 360-degree appraisals also have potential disadvantages like bias and lack of validity if not implemented correctly. The document also provides tips for effective implementation and training of appraisers.
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Similar to What is Pre-Employment Testing?
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Mettl is an online assessment platform that enables companies to measure the skills of candidates and employees. It allows companies to conduct multi-competency assessments for hiring or evaluating current employees. Mettl focuses on the science of assessments and the technology used to conduct them. The Mettl Employability Test assesses candidates on critical skills like communication, reasoning, and domain-specific skills, highlighting their strengths and weaknesses to help improve employability and connect them with prospective employers. It provides a database of pre-assessed candidates that have been evaluated on key factors to help hiring managers quickly identify suitable candidates.
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Organizational BehaviorEighteenth EditionChapter 17Human R.docx
Organizational Behavior
Eighteenth Edition
Chapter 17
Human Resource Policies and Practices
Copyright © 2019, 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved.
Copyright © 2019, 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved.
If this PowerPoint presentation contains mathematical equations, you may need to check that your computer has the following installed:
1) MathType Plugin
2) Math Player (free versions available)
3) NVDA Reader (free versions available)
Welcome to this Organizational Behavior course that uses the 18th edition of the textbook, Organizational Behavior by Robbins and Judge. This is considered among the most widely used OB textbooks in the world. Robbins and Judge are recognized as definitive aggregators of OB concepts, applications, and practices. The course and this book will provide you with a resource that will benefit you throughout your degree program and your professional life.
Chapter 17: Human Resource Policies and Practices
1
Describe the Value of Recruitment Methods
Strategic recruiting has become a cornerstone for many companies, in which recruiting practices are developed in alignment with long-term strategic goals.
The most effective recruiters—internal or external—are well informed about the job, are efficient in communicating with potential recruits, and treat recruits with consideration and respect. They also use a variety of online tools, including job boards and social media.
Copyright © 2019, 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved.
The first stage in any HR program is recruiting, closely followed by selection. A selection system can only be as good as the individuals who apply in the first place.
Strategic recruiting has become a cornerstone for many companies, in which recruiting practices are developed in alignment with long-term strategic goals. As for defining “success” in recruiting, most research suggests that the best system attracts candidates who are highly knowledgeable about the job and the organization. Such candidates are likely to have a better fit between their skills and job requirements, and to be more satisfied in the jobs they take.
Consistent with these findings, some of the most effective recruiting techniques include internal referrals, internship programs, and other methods that give potential applicants enough information to adequately evaluate the roles they may be occupying. Companies are increasingly turning away from outside recruiting agencies and relying on their own executives and HR professionals for talent searches.
The most effective recruiters—internal or external—are well informed about the job, are efficient in communicating with potential recruits, and treat recruits with consideration and respect. They also use a variety of online tools, including job boards and social media, to bring in applications.
2
Identify the Most Useful Substantive Selection Methods (1 of 5)
Substantive Selection
Written tests
Perform ...
Hrm
The document discusses key aspects of human resource management (HRM) including its objectives, functions, job analysis process, recruitment, selection, placement, and separation. It notes that HRM deals with staffing the organization through processes like recruitment, training, and development. Recruitment includes identifying and attracting job applicants through various internal and external sources. Selection involves assessing candidates and hiring the most appropriate individuals. Placement refers to assigning employees to new roles, and separation covers leaving the organization. Reliability and validity are important for effective selection.
Hrm
The document discusses key aspects of human resource management (HRM) including its objectives, functions, job analysis process, recruitment, selection, placement, and separation. It notes that HRM deals with staffing the organization through processes like recruitment, training, and development. Recruitment includes identifying and attracting job applicants through various internal and external sources. Selection involves assessing candidates and hiring the most appropriate individuals. Placement refers to assigning employees to new roles, and separation covers leaving the organization. Reliability and validity are important for effective selection.
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Research by Harvard Business Review noted that as much as 80% of employee turnover is due to bad hiring decisions.
A significant part of the foundation of a hiring decision starts at the assessment stage. Unfortunately, the statistics show that many organisations get it wrong at this critical stage of the hiring process. Yet, the need to identify and attract top talent remains a priority for organisations today, thus driving immense competition and innovation.
Many organisations continue to put in time, money and other resources to source for these top talents, making hiring decisions very critical. But, as the statistics imply, onboarding the wrong people in key roles can hurt your organisation’s interests and negatively impact other employees.
This means that leaders and hiring managers must ensure they get their talent assessment right and deploy the right assessment methods to identify the right people that will drive the success of your organisation.
In this deck, you’ll learn an effective strategy to use talent assessment techniques and get crucial data and insights to make informed hiring decisions. You’ll also learn;
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This document provides an overview of a competency management software product called CompetencyCore. It begins by explaining the benefits of taking a competency-driven approach to talent management. It then describes the key features and capabilities of CompetencyCore, including defining jobs and competencies, employee assessment and development tools, structured interview guides, online testing, and career path navigation for employees. Case studies are provided highlighting how other organizations have benefited from implementing CompetencyCore.
MCBServices(Final)
MyCompetencyBuilder is a company that uses technology to assess and develop competencies through online tests and tools. They have a team of experienced HR professionals with global experience. Their services include online competency assessment tests, customized competency tests for different jobs and functions, online surveys, and an employability test for hiring fresh graduates across India. Their tools and assessments provide accurate, time-efficient, and cost-effective solutions for talent acquisition, competency measurement, and surveys.
Performance Based Hiring Ppt
This document discusses and compares several options for skills and personality testing to improve the hiring process:
- Achievement Tec's Guardian test costs $5.50 per test but requires setup as a full-service client initially, costing almost 50% more per test.
- The Kiersey assessment from Keirsey.com is recommended by GISI as a lower-cost alternative to Achievement Tec, starting at $14.95 per test for fewer than 30 tests.
- Predictive Index consulting recommends structured interviewing and candidate matching but was unable to provide pricing without further assessment.
- Performance-based hiring from Adler Concepts takes a holistic four-step approach and
Transforming Competencies Through Thecnology!
How technologies can help you to improve your Business Performance through systematically & scientifically enhancing Competencies of your Human Resources both potential & existing.
Transforming Competencies Through Technology!
How today's technologies can help you to improve your Business Performance by enhancing the competencies of your existing & potential employees through scientific & systematic business processes.
673Foundations of Psychological TestingNoel Hendrick.docx
67
3Foundations of
Psychological Testing
Noel Hendrickson/Photodisc/Thinkstock
Learning Outcomes
After reading this chapter, you should be able to
• Identify the purpose and uses of psychological testing.
• Describe the characteristics of a high-quality psychological assessment tool or selection method.
• Explain the importance of reliability and validity.
• Identify commonly used psychological test design formats.
• Recognize the types of tests used to assess individual differences.
• List the steps needed to develop and administer tests most effectively.
• Discuss special issues in testing, including applicants’ reactions to testing and online administration.
• Summarize the importance of testing for positivity.
you83701_03_c03_067-102.indd 67 4/20/17 4:22 PM
© 2017 Bridgepoint Education, Inc. All rights reserved. Not for resale or redistribution.
68
Section 3.2 What Are Tests?
3.1 The Importance of Testing
When you hear the word test, what comes to mind? For many people, tests are not a pleasant
activity. Most of us can remember wishing, as children, to grow up and finish school so we
would never have to take a test again. Of course, as adults, we discover that tests affect our
lives long after we earn our diplomas. Tests determine whether we can drive a car, get into
a graduate or job-training program, or earn a professional certification. They influence our
career choices and, quite often, our career advancement.
What profession do you plan to pursue? Do you want to be a doctor or a lawyer? How about
a police officer or firefighter? Perhaps you would like to earn your MBA and start your own
business? Each of these examples, along with most professions, require many years of tests,
demand high levels of knowledge and skills, and require continued education and recertifica-
tion testing.
Businesses use tests to help determine whether job applicants possess the skills and abilities
needed to perform a job. After an applicant is hired, tests will help determine placement in an
appropriate training and development program. Throughout an employee’s career, the orga-
nization may require testing for new job placements or promotions.
As you can see, tests can have a significant influence on people’s lives; they can help identify
talent and promote deserving candidates. But they can also be misused. Unfortunately, there
are many poorly designed psychological tests on the market. They seduce organizations with
promises of fantastic results but do little to identify quality employees. I/O psychologists pos-
sess the knowledge, skills, and education to design, implement, and score measures that meet
the legal and ethical standards for an effective psychological test.
The goal of this chapter is not to teach you how to design quality psychological tests, but
rather to acquaint you with the requirements, challenges, and advantages of doing so. Fur-
thermore, understanding the test-making methods that I/O psych.
Knoah article on recruitment
The document discusses various aspects of effective recruitment processes and techniques. It notes that recruitment has become a critical component of human resources, especially in competitive industries. Effective recruitment requires identifying top talent and ensuring good job-personality fits. Common mistakes include lack of planning, insufficient resources, and vague job descriptions. Assessments are an important but not sole determinant of fit. Outsourcing recruitment can lower costs but risks less control, while in-house retains branding but may be more expensive. Feedback from hiring managers and new employees helps evaluate different recruitment methods.
Healthcare Overview 10 Slides
Wonderlic's Hiring Solution is a comprehensive system to help hiring managers improve employee selection and maximize recruiting efficiency. It enhances objectivity and accuracy in hiring to quickly identify qualified applicants most likely to succeed. Using assessments of cognitive ability, personality, and skills, the system aims to reduce costs like turnover while increasing productivity, reliability, and retention. With over 70 years of experience administering over 150 million tests, Wonderlic provides tools to measure traits and abilities that predict job performance for its 50,000 clients.
What Should You Know About Pre-Employment Tests.pptx
Tests of pre-employment allow employers to assess the most eligible (and suitable) candidates for a specific work position. Via work testings, personality characteristics, intellect, and skill, these assessments assess the suitability of applicants for a special position. For more information click on the link below.
Chapter 6.ppt
The document discusses employee testing and selection. It emphasizes the importance of selecting the right employees, as organizational performance depends on having subordinates with the right skills. Careful selection is important to avoid legal issues from negligent hiring. There are many types of tests that can be used in selection, including cognitive, personality, and work sample tests. It is important to validate any tests used to ensure they accurately measure the skills needed for the job. Background checks and reference checks should also be conducted carefully and legally.
Screening Services Presentation
Employee Screening Services provides background checks, drug testing, and an online assessment tool called eCoachPro to help companies make better hiring decisions. They have over 25 years of experience in this industry. Their services can identify skills gaps, control turnover costs, and remove subjectivity from performance evaluations by comparing employees to the client's own benchmarks. Hiring the wrong employee can cost a company money in lost productivity, theft, and replacement expenses, so Employee Screening Services aims to make this process easier through various screening tools.
Candidate Testing
There are four main types of candidate testing: skills based, behavioral, cognitive, and integrity. Skills based tests assess a candidate's ability to apply knowledge and think critically, and are the most commonly used at 52%. Behavioral tests like the Predictive Index measure work personality and are used 38% of the time. Cognitive tests evaluate learning and problem-solving capabilities and make up 18% of assessments. Integrity tests aim to measure honesty and work ethic, the least common at 10%. Each type of test serves a different purpose in predicting job performance and success.
Hire Simpler and Smarter
Take the guess work and risk out of hiring. Make hiring right the first time your competitive advantage. Making a bad hire decision is avoidable if you add PXT Select data to your due diligence. The secret behind hiring quicker and smarter is better and more data. Typically employers lack about one third the information they need to make an informed hiring decision. They don't know if the person really likes the work, if they will mesh with their team, the culture and above all else see eye to eye with their manager. Hire great talent is one thing keeping it is another and that's where the PXT Select suite of reports kick in.
Coaching, career planning, teamwork, employee/manager communications, leadership development create a win for the employee, manager, team, and the organization.
6 powerful solutions
This document provides summaries of 6 solutions offered by Adfers Consultants LLP: 1) Recruitment solutions including behavior-based, case study-based, and aptitude-based assessments and competency mapping. 2) Employee survey solutions to understand employee opinions. 3) Training solutions including training need analysis, corporate training, and knowledge base tests. 4) Performance solutions like knowledge-based tests, engagement surveys, and motivational factor tests. 5) Promotion solutions such as assessment development centers, behavior-based assessments, case study-based assessments, and aptitude-based assessments. 6) Retention solutions including exit interviews to understand why employees leave.
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What is Pre-Employment Testing?
- 1. What is Pre-Employment Testing? www.CriteriaCorp.com Introducing HireSelect™ Criteria Corp’s web-based system- designed to help your organization implement and maintain a comprehensive pre-employment testing program.
- 2. 2 What is Pre-Employment Testing? Pre-employment tests are an objective and standardized way of gathering data on candidates during the hiring process. All professionally developed, well-validated pre-employment tests have one thing in common: they're an efficient and reliable means of gaining insight into the capabilities and behavioral traits of prospective employees.
- 3. 3 What kinds of tests are used to assess candidates? Aptitude Tests Aptitude tests measure critical thinking and problem solving skills, as well as the ability to learn, digest, and apply new information. Because so many jobs require critical thinking skills, aptitude tests can be used in almost any occupational context. However, they are especially useful for mid- and higher-level jobs. Research shows that aptitude tests are the single best predictor of job performance.
- 4. 4 What kinds of tests are used to assess candidates? Personality Tests Personality tests measure traits such as extraversion, openness, conscientiousness, and agreeableness. Personality tests can help determine if a candidate’s behavioral tendencies are a good match from a job-fit and cultural-fit perspective. They help answer questions such as: Will someone be comfortable in this position? Do they have behavioral traits that are statistically linked to success in this kind of role? Unlike with aptitude tests, there are no right or wrong answers on personality tests.
- 5. 5 What kinds of tests are used to assess candidates? Skills Tests Skills tests measure job-related competencies. These tests may assess broad skills, such as verbal, math, and communication skills, or narrower ones like typing and computer skills.
- 6. 6 Which test should I use? To maximize the effectiveness of pre-employment testing, Criteria Corp recommends using more than one type of test per candidate. It’s most common to pair an aptitude test with a personality test, or a skills test with a personality test. By using tests as a reliable, objective source of job-related data on candidates, hiring managers can streamline hiring processes and make more informed hiring decisions.
- 7. 7 About Criteria Corporation Criteria Corp is a leading provider of web-based pre-employment testing services. Our mission is to make high-quality preemployment testing solutions accessible to companies of all sizes. Our testing system, HireSelect, is an SaaS solution that enables organizations to better manage their most important asset — their human capital — by providing state-of-the-art assessment tools to increase the effectiveness of the employee selection and retention process. HireSelect features aptitude, personality, and skills tests.