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CONTENTS Sr. No.

Topics

1) Administration of Selection Tests • • Advantages and Disadvantages of Using Tests Potential Problems Using Selection Tests

2) Characteristics of Properly Designed Selection Tests • Types of Validation Studies 3) Types Of Employment Tests

Large organizations are likely to have trained specialists to run their testing programs. interest. and other attitudes and behaviors. it is important to identify the essential functions of each job and determine the skills needed to perform them. Evidence suggests that the use of tests is becoming more prevalent for assessing an applicant’s qualifications and potential for success. • Advantages and Disadvantages of using tests: Selection testing can be a reliable and accurate means of selecting qualified candidates from a pool of applicants. Tests are used more in the public sector than in the private sector and in medium-sized and large companies than in small companies. knowledge. . physical abilities. Hundreds of tests have been developed to measure various dimensions of behavior. personality. temperament.SELECTION TESTS There are following steps to understand the selection test which are as below: • • • Administration of selection tests: Characteristics of Properly Designed Selection Tests Types of Validation Studies Administration of selection tests A personnel testing is a valuable way to measure individual characteristics. The tests measure mantel abilities. As with all selection procedures.

reliable and—of utmost importance—valid. A norm reflects the distribution of scores obtained by many people similar to the applicant being tested. Characteristics of Properly Designed Selection Tests Properly designed selection tests are standardized. related primarily to personality tests and interest inventories. based on sound norms. but they are less successful in indicating the extent to which the individual will want to perform it. . and the significance of the test score is determined. The prospective employee’s test score is compared to the norm. Objectivity: Achieved when all individuals scoring a given test obtain the same results. 2. Norms: Provide a frame of reference for comparing applicants’ performance with that of others.• Potential Problems Using Selection Tests Selection tests may accurately predict an applicant’s ability to perform the job. objective. Another potential problem. Also there is the problem of test anxiety. 1. has to do with applicants’ honesty. Standardization: Refers to the uniformity of the procedures and conditions related to administering tests. Applicants often become quite anxious when confronting yet another hurdle that might eliminate them from consideration. It is necessary for all to take the test under conditions that are as close to identical as possible. 3.

Types of Validation Studies There three main approaches that may be followed to validate selection tests: criterion-related validity. 5. a. If a test cannot indicate ability to perform the job. and . Reliability: The extent to which a selection test provides consistent results. it has no value as a predictor. a test must be verified. Content Validity It is a test validation method whereby a person performs certain tasks that are actually required by the job or completes a paper-and-pencil test that measures relevant job knowledge. To validate reliability. leadership. If a test has low reliability. and construct validity. Construct Validity It is a test validation method to determine whether a test measures certain traits or qualities that are important in performing the job. A close relationship between the score on the test and job performance suggests the test is valid. its validity as a predictor will also be low. Criterion-Related Validity It is determined by comparing the scores on selection tests to some aspect of job performance. traits or qualities such as teamwork.4. c. b. Validity: The extent to which a test measures what it purports to measure. content validity. However.

b. Work-Sample Tests (Simulations) It identifies a task or set of tasks that are representative of the job. Vocational Interest Tests . Cognitive Aptitude Tests It measures an individual’s ability to learn. as well as to perform a job. job knowledge. work samples. a. Job Knowledge Tests This sort of test is designed to measure a candidate’s knowledge of the duties of the position for which he or she is applying. is that they produce high predictive validity. vocational interests. It is feasible to measure many abilities that are involved in many routine production jobs and some office jobs. e. and personality. perceptual speed. and reasoning.planning or organization ability must first be carefully identified through job analysis. The evidence concerning these tests. and dexterity. Psychomotor Abilities Tests This type of test is used to measure strength. relate to cognitive abilities. d. coordination. numerical. Various tests measure these differences. Jobrelated abilities may be classified as verbal. Types Of Employment Tests Individuals differ in characteristics related to job performance. spatial. to date. reduce adverse impact. These differences. psychomotor abilities. and are more acceptable to applicants. c. which are measurable.

f. i. test. Personality Tests It is a selection tools. h. including heart disease. security. Genetic Testing As genetic research progresses. Because some personality tests emphasize subjective interpretation. confirmed links between specific gene mutations and diseases are emerging. and productivity. Honesty tests are the most frequently used psychological tests in industry. breast cancer. Genetic testing can now determine whether a person carries the gene mutation for certain diseases. the services of a qualified psychologist are required. One purpose of the polygraph was to confirm or refute the information contained in the application blank. Drug and Alcohol Testing Basic purpose of the drug-testing programs contends that it is necessary to ensure workplace safety.It indicates the occupation in which a person is most interested and is most likely to receive satisfaction. They are often characterized by low reliability and low validity. personality tests have not been as useful as other types of tests. colon cancer. Honest Test/Polygraph Tests For many years. These tests contain questions regarding such situations as whether a person who has taken company merchandise should be trusted in another job that involves handling . Special tests have been constructed to measure the orientation of the individuals toward the issue of the honesty and personal integrity. g. or lie detector. another means used to verify background information has been the polygraph. and Huntington’s disease.

company money. An individual’s response to the test statements indicates the individual’s attitudes towards theft. j. . embezzlement. and dishonest practices. Internet Testing The Internet is increasingly being used to test various skills required by applicants.