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Testing & selection


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Testing & selection

  1. 1. To ponder on..  Reliability & Validity  Validate a test  Cite and Illustrate testing guidelines  Tests for Employee Selection  Back ground Investigations* HRM by Gary Dessler
  2. 2. Difference Between Recruitment and Selection Recruitment SelectionThe process of recruitment commences The process of selection ends once thefrom the time the manpower request is offer letter is released to the candidate.raised.It is a process of sourcing and searching Series of screening steps which helps incandidates to suit a particular role. the elimination of the candidates that may not be suitable and thereby short listing the suitable one’s.The objective is to create a talent pool The objective of a selection process isof candidates. to select the right candidates.
  3. 3. Why Careful Selection ?  Performance  Cost  Legal Obligations* HRM by Gary Dessler
  4. 4. Selection Process
  5. 5. Think of a test and analyze it? What is Meant by reliability and validity?
  6. 6. Reliability It is the extent to which a selection test provides consistent results. There are different types of reliability: Test–retest Internal consistency Parallel forms Split half
  7. 7. Validity Any test must be valid and it is a mandatory requirement. Validity is the extent to which a test measures what it claims to measure. If a test cannot indicate the ability to perform the job, it has no value. There are different types of validity: Face validity (performance based) Criterion-related validity (Several samples of behaviours) Content validity (Content based)
  8. 8. How to validate a test? Analyze the Job Choose the Tests Administer the Test Relate your Test Scores and Criteria Cross Validate and Revalidate
  9. 9. What do Selection Methods Assess?
  10. 10. List eight Tests that you would use to select employees.
  11. 11. Tests Intelligence Test Cognitive Ability Motor & Physical Ability Personality Test Big Five 1. Extraversion 2. Emotional Stability 3. Agreeableness 4. Conscientiousness 5. Openness to Experience
  12. 12. Some Stories..oCity Garage ExampleoOutback SteakhouseoHonda
  13. 13. So can you organize data into Excel sheet?Parameters@Placement Cell :1. Company2. Students who opted for a company3. Present status of calling4. Past Status – No. of students selected5. With PCTE – Good/Bad/Lukewarm
  14. 14. Employee Application Forms A filled in application form helps the selection process with four types of information: The applicant’s education and experience The applicant’s progress and career growth The applicant’s moves in their previous jobs can be used to predict their stability. Some of the details in the application form can also help in predicting the likelihood of a candidate succeeding at the job.
  15. 15. Interview Employment interview It is a discussion between the interviewer and the interviewee for the selection of a candidate for a specific role in the organization. Best practices Interview preparation Interview content Interviewee’s expectations
  16. 16. Types of Interviews Unstructured interviews: They do not follow a pre- decided order. Structured interviews: They follow a pre-decided order. Exploratory interviews are discussions and investigations of possibilities of employment. Contd…
  17. 17. Types of Interviews Stress interviews: They make the candidate feel stressed to assess their capability to handle uncomfortable situations. Telephonic interview: An interview which is conducted over phone is known as a telephonic interview. Video conferencing: Interviews are those interviews which use videophone and video-conferencing facilities.  MNC’s like Airtel, vodafone Contd…
  18. 18. Types of Interviews Peer interviews: The candidate’s potential peers (colleagues and team members) meet and have an informal discussion with them. Group interviews: Many candidates are interviewed together. Situational interview: Candidates are given typical situations faced on the job and they are assessed on how they would handle the situations.
  19. 19. Structure of a B. E. I.The Behavioural Event Interview follows a structure:To understand from the past experiences of how theemployee will behave in the futureIt is done through some in depth and open endedquestions Contd…
  20. 20. • Tell me about a time when you were on a team, and one of the members wasn’t doing his or her share.•Tell me about a time when you felt a need to update your skills orknowledge in order to keep up with the changes in technology. Howdid you approach that?•Describe a time when a customer got angry with you. How did youreact? How did you resolve the situation?• Please give me an example of a time when you took the initiativeto improve a specific work process.•Give me an example of a time when you surpassed a customer’sexpectations.• Tell me about a time when a customer requested specialtreatment that was out of the scope of normal procedures. How didyou handle it?•Tell me about a time when you had to cope with a stressfulsituation.•Give me an example of a time when you had to make a splitsecond decision.
  21. 21. Structure of a B. E. I. Trigger To make the candidate recollect the critical event among the events coming to their mind. To judge whether the event has the characteristics of the event solicited by the trigger. To give an opportunity to the candidate to change the event, if in the opinion of the interviewer/panelists, the event does not meet the characteristics sought by the trigger. Contd…
  22. 22. Unique Forms of Testing Genetic testing Grapho-analysis Polygraph tests Online testing Video-based situational testing
  23. 23. Assessment Centres Types of assessment exercises: In-tray or in-basket exercise Leaderless group discussion/Presentation Role play Case study Simulations 360-degree feedback
  24. 24. Continue more next time.. Queries from today’s Session ???