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SelectionTests
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Why Companies Use Tests? Why Companies Use Tests?
y to test certain skills that are needed for
certain jobs.
y helps to sort out candidates at an early
stage, saving the recruiter·s time and
money.
y To detect whether educational
qualifications indicate abilities or not.
y most cost effective way of selecting
candidates.
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Types of Selection Tests Types of Selection Tests
y Cognitive ability test
y Integrity test
y
Personality testy Job knowledge test
y Physical ability test
y
Work samples and simulations
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CognitiveAbilityTestsCognitiveAbilityTests
Cognitive ability teststypically use questionsor problems to measureability to learn quickly,logic, reasoning, readingcomprehension andother enduring mental
abilities that arefundamental to successin many different jobs.
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AdvantagesWill not be influenced by test
taker attempts to impressionmanage or fake responses
Can be administered via paper and
pencil or computerized methods
easily to large numbers.
Disadvantages
Are typically more likely to differ
in results by gender and race than
other types of tests.
Can be time-consuming to
develop if not purchased off-the-
shelf.
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IntegrityTestsIntegrityTests
Integrity tests assess attitudes
and experiences related to a
persons honesty, dependability,
trustworthiness, reliability, and
pro-social behavior. These
tests typically ask direct
questions about previousexperiences related to ethics
and integrity.
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Advantages
y Send the message to test takers that integrity is animportant corporate value.
y Can reduce business costs by identifying individuals who
are less likely to be absent, or engage in other
counterproductive behavior.
Disadvantagesy Candidates may try to positively manage their
impression or even fake their responsey May be disliked by test takers if questions are intrusive
or seen as unrelated to the job.
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Job K nowledge Tests Job K nowledge Tests
Job knowledge tests typicallyuse multiple choice
questions or essay type
items to evaluate technicalor professional expertise
and knowledge required for
specific jobs. Examples of
job knowledge tests includetests of basic accounting
principles,A+/Net+
programming.
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Advantagesy Can provide useful feedback to test takers regarding
needed training and development.
y May be viewed positively by test takers who see the
close relationship between the test and the job.
Disadvantagesy May require frequent updates to ensure test is current
with the job.
y May be inappropriate for jobs where knowledge may beobtained via a short training period.
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Personality testsPersonality tests
Personality tests typically measure
traits related to behavior at work
interpersonal interactions
satisfaction with different aspects of work
whether individuals have the potential tobe successful in jobs
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Personality Inventories
Self-reports
Minnesota MultiphasePersonality Inventory (MMPI)
California Psychological
Inventory (CPI)
Myers-Briggs Type Indicator
(MBTI)
Hogun Personality Inventory
(HPI)
NEO PI-R( NEO) (assesses the
5-Factor Model consisting of:
Neuroticism, Extraversion
Openness,Agreeableness
Conscientiousness)
ThematicApperception
Test (TAT)
Rorschach Inkblot Test
(RIT)
ProjectiveTechniques
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Advantagesy Can be cost effective to administer.
y Have been demonstrated to produce valid inferences
for a number of organizational outcomes.
Disadvantagesy May contain questions that do not appear job
related or seem intrusive if not well developed.
y May lead to individuals responding in a way to
create a positive decision outcome rather than howthey really are
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Physical ability testPhysical ability test
Physical ability tests
typically use tasks or
exercises that require
physical ability to perform.
These tests typically
measure physical attributes
and capabilities, such asstrength, balance, and
speed.
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Advantagesy Have been demonstrated to produce valid inferences
regarding performance of physically demanding tasks.y Can identify applicants who are physically unable to
perform essential job functions.
Disadvantagesy Are typically more likely to differ in results by gender
than other types of tests.
y May be inappropriate or difficult to administer in typical
employment offices.
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Work sample Work sample
These tests typically focus on measuringspecific job skills
y job knowledge
y
organizational skilly analytic skills
y interpersonal skills.
Work samples and simulations typically
require performance of tasks that are thesame or similar to those performed on the job to assess their level of skill orcompetence.
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-- Assessment Center Process --
Job Candidates
Exercises
Sample Individual Exercises
Scheduling Exercise
In-Basket
Sample Group Exercises
Leaderless Group
Discussion
Business Game
Assessors (evaluators)
Observe and
record
candidates
behavior in
exercises
Rate
candidates on
performance
dimensions
Discuss and give
final ratings to
candidates
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Advantages
y Can provide test takers with a realistic previewof the job and the organization.
y Have been demonstrated to produce valid
inferences regarding ability to perform the job.
Disadvantagesy Does not assess aptitude to perform more
complex tasks that may be encountered on the job.
y May not assess the ability to learn new tasks
quickly.