Employee Testing & Selection
Chapter 5
Person –
Person- Job Fit Negligent
Organization Fit
(P-J Fit) hiring
(P-O Fit)
Hiring workers with
questionable
backgrounds without
proper safeguards.
Cognitive
(Mental
Abilities)
Types
Achievements
of Motor & Physical
Abilities
Tests
Personality &
Interests
Tests of Cognitive Abilities
General Reasoning, memory & inductive reasoning.
Intelligence Tests (IQ)
Intellectual ability
Range of abilities are measured
Memory, Vocabulary, Verbal fluency & Numerical ability
E.g: Wechsler adult intelligence tests, Wonderlic Tests
Specific cognitive abilities
Deductive reasoning, verbal comprehension, memory and
numeric ability
Aptitude tests
Wechsler Test: https://openpsychometrics.org/tests/FSIQ/
Wonderlic Test: https://beatthewonderlic.com/take-a-free-wonderlic-test-online/
Test of Motor & Physical Abilities
Motor Abilities Physical Abilities
Dexterity strength
Reaction time; speed, Body coordination
accuracy Stamina
Measuring Personality & Interests
Personality Tests Projective tests
Big-five personality Rorschach Inkblot test
dimensions MAPS – Make a picture
story
Forer Structured sentence
completion test
Self-Reported Interest Inventories
MBIT Comparison of ones
https:// interests with other people
www.16personalities.com/free- in various occupations
personality-test Determine preferred
occupation
Strong Career Interest Tests
Self-directed Search (SDS)
www. Self-directed-
Search.com
Achievement Tests
To measure
job
knowledge
Can be
Targeted at
physical,
specific areas
verbal or
or expertise
written
Work Samples &
Simulations
Work Samples & Simulations
Work sampling
Actual job tasks used in testing applicants performance.
Situations are representative of job they're applying for.
Situational judgement tests
Designed to assess applicants judgement regarding a situation.
Management Assessment Centers
2-3 day simulations of realistic management tasks.
• The candidate gets reports, memos, notes of incoming phone calls, e-
The in-basket. mails, and other materials collected in the actual or computerized in-
basket of the simulated job he or she is about to start.
Leaderless group • Trainers give a leaderless group a discussion question and tell
discussion. members to arrive at a group decision.
• Participants solve realistic problems as members of simulated
Management games. companies competing in a marketplace.
Individual oral • Here trainers evaluate each participant’s communication
presentations. skills and persuasiveness.
• These may include tests of personality, mental ability,
Testing. interests, and achievements.
• Most require an interview with a trainer to assess interests,
The interview past performance, and motivation.
Video-based situational testing
A manager is upset about the condition of the department and takes it
out on one of the department’s employees.
Manager: Well, I’m glad you’re here.
Associate: Why?
Manager: I take a day off and come back to find the department in a mess. You should know
better.
Associate: But I didn’t work late last night.
Manager: But there have been plenty of times before when you’ve left this department in a
mess.
(The scenario stops here.)
If you were this associate, what would you do?
a. Let the other associates responsible for the mess know that you took the heat.
b. Straighten up the department, and try to reason with the manager later.
c. Suggest to the manager that he talk to the other associates who made the mess.
d. Take it up with the manager’s boss.
Miniature Job Training &
Evaluation
Training the candidates to
perform several job tasks
and then evaluating them
before making a final offer
to hire.
Realistic Job Preview
Testing & Selecting Employees
Reliability
The consistency of scores obtained by the same person
when retested with the identical tests or with alternate
forms of the same test.
Test-retest • a test to a group one day, re-administer the same test
reliability several days later to the same group, and then correlate the
first set of scores with the second
estimates
Equivalent or
• administer a test and then administer what experts believe
alternate form to be an equivalent test later
estimate.
Internal • compare the test taker’s answers to certain questions on the
comparison test with his or her answers to a separate set of questions
on the same test aimed at measuring the same thing.
estimate
Validity
Measuring what it is supposed to measure.
The performance on test accurately predicts the job
performance.
Criterion validity
Criterion validity (or criterion-
Content validity
related validity) measures how
well one measure predicts an fair sample of the tasks and
Construct validity
outcome for another measure skills actually needed for the
scores on the test (predictors) job in question. (1) a selection procedure
are related to job performance e.g. R&D analysts job – measures a construct (an
(criterion) statistical software's knowledge abstract idea such as morale or
honesty)
e.g. scoring 85 & above in a e.g. Restaurant manager - time
mechanical test pressure, people skills, task (2) that the construct is
delivery important for successful job
performance.
Evidence-Based HR: How to Validate a Test
Relate your Cross-
Choose the Administer
Analyze the job test scores validate and
tests the test
and criteria revalidate
Background Investigations &
Other selection methods
Legal eligibility for employment
Dates of previous employment
Driving record
Military service
Education
Identification
Motor vehicle record
Reference checks
Trend: Social media profile check
Compare
Respond to application
red flags form to
resume
Use open-
Phone
ended
references
questions
Steps for
Making the 360
Undertaking reference
Backgroun checking
d Check
Polygraph & honesty testing
Polygraph
A device that measures physiological changes like increased
perspiration, on the assumption that such changes reflect lying.
Written Honesty Tests
Pencil-paper or computerized
Graphology
The use of handwriting analysis to determine the writer’s
personality characteristics and moods, and even illnesses, such
as depression.
Human Lie Detectors
Physical And Medical Exam
