In-basket Testing

What is it?
In-basket testing is a way for us to tangibly measure a candidates competencies to see
if there is a match to the skills required to do the job. In-basket exercises are specific to
each job and are developed using materials or samples of work that form a regular part
of the job. In-baskets are timed and measurement standards should be established
before having the candidate perform the exercises. In-baskets can be used for any
position, from unionized to high level management.
Examples
Position requires specific computer programs
Have the candidate perform a task or exercise, seek information, or develop or
format something within the program
Position requires specialized knowledge
Develop a questionnaire or exercise that only a person with that specialized
knowledge will be able to complete
Position requires incumbent to do presentations
In advance of the interview, provide the candidate with a presentation topic and
outline your expectations of the presentation. Then give 5-10 minutes within the
interview for the candidate to give the presentation and the panel to ask questions
Position requires skills in handling difficult situations
Role-play a situation requiring tact and diplomacy to satisfy a difficult
customer/client/student. Interviewer plays the client, candidate plays the employee
Things to remember

Inform candidates of in-basket testing when you schedule the interview let them
know how long it will be, what the format is, and that it forms part of your hiring
decision, along with the interview and the references
Ask the candidate if they require any special arrangements try to put them in a
private space if possible. Make sure they are familiar with the computer system you
use
Try to limit the time frame to around 30 mins. Do not exceed 45 mins. During that
time you can ask the candidate to perform a number of tasks or 1or 2 more in-depth
exercises. Stop the candidate at the end of the allotted time even if they havent
completed the exercises
Make sure the testing is appropriate for the vacant position (level, skill, ability)
standard for a purpose or goal that is rationally connected to the function being
performed
Job applicants are entitled to receive feedback and access to their test results
Standards may not be established that are higher than necessary to accomplish an
appropriate goal
Disability tests should be given in a way that accommodates the disability even at
the expense of changing standardized testing procedures
If a candidate refuses to do the in-basket testing, let them know that it makes up a
portion of your scoring criteria and if they dont do the testing they will score zero on
that portion they can then decide whether to do the testing or not
Sep-04