HR 1 – Recruitment and Selection (Semi-Final)

Topic 1: Selection of Employees

I. Intended Learning Outcomes

1. At the end of the lesson, the students will be able to:

2. Define selection;
3. Discuss selection process of employees; and
4. Be familiarize with the selection processes.

II. Discussion/Lecture/Suggested Readings

SELECTION OF EMPLOYEES

 Job analysis, human resource planning, and recruitment are necessary

prerequisites to the selection process. The selection process begins when

recruiting programs have developed a number of applicants for available job

openings.

 Before the selection process begins, a profile of characteristics required for

successful performance should be developed for the job specification. These

include the technical, interpersonal, and personal requirements of the job

discussed earlier in this book.

Selection Process

1. Define the job before hiring an employee – this is where job analysis will come

in handy. This will help you prepare the job description and job specifications

which in turn will define the recruitment strategy.

2. Review application form and credentials carefully - this provides basic

employment information that can be used to screen out unqualified applications.

Screen all applicants against a list of qualifications, skills, experience, and

characteristics required by the job.

 Employment gaps

 Spelling, Grammar, and punctuation

 Evidence that a career has gone backwards or plateaued

 Failure to follow directions

 Failing to include a cover letter

3. Employment Interview – this provides the hiring supervisor the opportunity to

review candidates qualifications and determine their suitability for the position. It

also provides candidates with the chance to learn about the position and its

requirements and present information on their skills and experiences.

4. Employment Testing - there are many different types of tests and selection

procedures, including cognitive tests, personality test, medical examinations,

credit checks, and criminal background checks.

 Cognitive Test – assess reasoning, memory, perceptual speed and

accuracy, and skills in arithmetic and reading comprehension, as well as

knowledge of a particular function or job.

 Physical Ability Test – measure physical ability to perform a particular

task or the strength of specific muscle groups, as well as strength and

stamina in general.
  Sample Job Tasks – assess performance and aptitude on particular

tasks.

 Medical inquiries and physical examinations – including psychological

tests, assess physical or mental health.

 Personality tests and integrity tests – assess the degree to which a

person has certain in traits or dispositions.

5. Background investigation/reference checking – this is done to verify the

accuracy of factual information previously provided by the applicant to uncover

damaging background information such as criminal records and violent behavior.

More employers get these information from the following:

6. Final Interview

7. Selection Decision

8. Physical Examination

9. Final Employment decision/placement

III. Rev Up!

Exercise 1 – Essay

1. Discuss what is selection.

2. Discuss the selection process.
3. What is the difference between employment interview and final interview?
IV. References

R1. Cook, Mark and Blackwell, Wiley (2016) Personnel Selection – Adding Value
Through Peope – A Changing Pictue: 6th Editiion. 2 Penn Plaza, New York
R.2 Denisi, Angelo S. and Griffin, R.W. (2016) Human Resources, Cengage
Learning,20 Channel St., Boston, USA
R3 Gatewood, Robert D. and et,al (2016) Human Resource Selection. 8 th Edition.
Cengage Learning, 20 Channel St., Boston, USA
R4 Nikolaou, Ioanonis and Oastrom, J.K. (2015) Employee Recruitmtment, Selection
and Assessment-Contemporary Issues for Theory and Practice. Psychology
Press, 711 Third Avenue, New York
R.5 Noe, Raymond A. and et al. (2018) Fundamentals of Human Resource
Management. South-Western Cengage Learning
R7 Rue, Leslie W and et.al (2016) Human Resource Management, 11 th Edition. Mc
Graw Hill Education, 2 Penn Plaza, New York
R8 Snell, Scott A. and et,al (2013) Managing Human Resources, 17 th Edition.
Cengage Learning, 20 Channel Center St., Boston, USA

HR 1 – Recruitment and Selection (Midterm)

Topic 2: Testing

I. Intended Learning Outcomes

At the end of this lesson, students are expected to:

1. Discuss the importance of giving pre-employment testing to new applicants;
and
2. Discuss the use of each type of pre-employment testing.

II. Discussion/Lecture/Suggested Readings

Introduction

Most companies have a standard hiring regimen: Recruiters start by reviewing

résumés, move on to phone or face-to-face interviews with the most promising
candidates, and then draw on various tests, often including psychometric tests, to
determine which applicants are the best fit (Bateson et al, 2013). What are the types of
pre-employment test that organizations employ? You will know the answer in this
lesson.
Activity:
As a fresh graduate, you were hired as a Human Resource Assistant and your
work includes giving pre-employment test to applicants. Tomorrow, you will conduct an
assessment test to a group of applicants. What will be your preparations will you do to
make a successful assessment test for the applicants.

Analysis
1. What are the things do you think you need to prepare to come up with a successful
pre-employment testing activities?
______________________________________________________________________
______________________________________________________________________
______________________________________________________________________
2. How will you know what type of pre employment test will be given to each individual
applicant considering the variability in the position applied?
______________________________________________________________________
______________________________________________________________________
______________________________________________________________________
3. Based on the activity above, what is pre-employment testing?
______________________________________________________________________
______________________________________________________________________
______________________________________________________________________

ABSTRACTION
TESTING
Employment testing and selection procedures are aptitude test and examinations
that help a business predict the success of a job candidate. In modern work force, test
such s psychological screenings, indicate which employees might have undesirable
traits such as anger problems Firms, on the other hand, needs to review their pre-
employment test to make sure that it does not violate anti-discrimination laws
(Smallbusiness.chron.com, 2019).

The Types of Employment Test

1. Psychological Test
It is often called as a pre-employment test, is a type of psychological assessment. This
test is the most effective method to measure a candidate’s “fit or match” to the position
they are applying for. These tests tell employers what they need to know, not just what
the applicants wants to share (Institute of Psychometric Coaching, 2018). It has three
types: biographical data instruments, cognitive ability test, and personality test.
● Biographical data instruments- often seeks information on a candidate’s
leadership and teamwork skills, interpersonal skills, extraversion, and creativity thought
the use of questions about education, training, work experience, and interest to predict
success (Teebom, 2019)
● Cognitive ability test- which is also called as “aptitude test,” makes use of
questions or problems to measure a candidate’s ability to learn quickly and use logic,
reasoning, reading comprehension and other mental abilities that are important for
success in many different jobs. These tests assess the person’s aptitude or potential to
solve job-related problems by providing information about their mental abilities.
Cognitive ability test is a test that include three dimensions which are: comprehension,
quantitative ability, and reasoning ability (Noe et al., 2006)
Verbal comprehension. It refers to a person’s capacity to understand and use written
and spoken language.
Quantitative ability. It is concerned with the speed and accuracy in solving arithmetic
and mathematics problems
Reasoning ability. It refers to a person’s capacity to invent solutions to many diverse
problems
● Personality test- which tries to measure a person’s extraversion,
conscientiousness, openness to new experiences, optimism, agreeableness, service
orientation, stress tolerance, emotional stability, initiative or pro-activeness. It typically
measure traits related to behaviour at work, interpersonal interactions, and satisfaction
with different aspects of work
Five Major Dimensions of Personality Inventories

Extroversion Sociable, gregarious, assertive, talkative, expressive

Adjustment Emotionally stable, non-depressed, secure, content

Agreeableness Courteous, trusting, good-natured, tolerant, cooperative,

forgiving

Conscientiousness Dependable organized, persevering, thorough, achievement-

oriented

Inquisitiveness Curious, imaginative, artistically sensitive, broadminded,

playful

Main Characteristics of a Good Psychological Test

There are five main characteristics of psychological test as presented by Aman Sharma
in an article entitled “Five Main Characteristics of a Good Psychological Test” as
published in Psychology Discussion website
1. Objectivity. The test should be free of judgment regarding the ability, skill,
knowledge, trait or potentiality to be measured and evaluated
2. Reliability. The test should deliver consistent results when administered to various
individuals or groups over various periods of time. It means that the test must be
trustworthy.
3. Validity. The test should measure what it intends to measure. For example, if an
intelligent test is developed, then it should only assess the intelligence of the person
and no other else.
4. Norms. The test should measure the average performance of a group such as group
of applicants. It gives the picture of the average standard of a particular sample.
5. Predictability. The test should be predictable in the time required for completion.
The test should not lengthy and difficult to answer as well as score.

Taking a Psychological Test for a Job

A psychological test for a job which is also often called as a “psychometric test” is a
standard scientific method used to measure a person’s mental capabilities and
behavioural style (Institute of Psychometric Coaching, 2018). These tests are designed
to measure candidates suitability for a role based on the required personality
characteristics and aptitude. That connotes that psychological test for a job is designed
to see how well a candidate would fit in a business organization and how well he/she
might be expected to both perform on the job and fit well in the company’s culture
(smallbusiness.chron.com, 2019)
According to Burnison (2018), the best way to take a psychological test for a job is to
understand your strengths, and weaknesses to see if you are a good match for the kind
of position the company is offering. Self assessment, ahead of time, is the key to being
successful on a psychology test for a job.
According to Owens (2018), the types of psychological test should fall into five types:

1. Myers Briggs. This test is well known for managing employee personalities is commonly
used by business as a psychometric assessment given to candidates during the pre hiring
process. It measures the many traits like extroversion vs. introversion, intuition vs. sensing,
thinking vs. feeling, and judging vs. perceiving. Results of the test place the employee into one
of the 16 types of personalities, which have their own strengths and weaknesses.

2. Big Five. This test is similar to Myer Briggs, and it measures five dimensions of personality
that organizations look for its employees- extroversion, openness, agreeableness,
conscientiousness, and neuroticism- to provide insight into how a new hired applicant interact
with co-employees and manages work related stress

3. Occupational Interest Inventories. This is used to put employees into the right roles. An
example of this type of test is the Holland Code Career test which measures how interested a
job applicant or new hire for promotion and in different roles and tasks
4. Disc Behaviour Inventory. It is also known a “DISC” which classify candidates into four
styles based on questions about their behaviours at work. It helps the organization find out
more of a candidate’s tendencies toward dominance, influence, support, and control

5. Situation-judgment Tests. It is known for its acronym “STJs” which attempts to see hoe
employee interacts with customers or handles pressure in common difficult situations. It puts
prospective hire or employees in “realistic, simulated situations to find out which pre-loaded
responses the employees feel are most or least effective.

It is important to note that regardless of the type of psychological test the firm uses in the
workplace, the important thing is to use an instrument that helps the firm find the right
candidate who best fits the organization structure and culture (Owens, 2018)

Types of Psychological Assessment

1. Job-knowledge Test

Job knowledge tests measure a candidate’s technical or theoretical expertise in a particular

field. Example, a teacher may be asked about basic teaching principles. These kinds of tests
are useful for jobs that require specialized knowledge or high levels of expertise (Bika, 2017)

2. Integrity Tests

These tests help companies avoid hiring dishonest, unreliable or undisciplined people. Overt
integrity test ask direct questions about integrity and ethics. Covert tests assess the personality
traits connected with integrity like conscientiousness. If carefully constructed, integrity test can
be good predictors of job performance

3. Emotional Intelligence

Emotional intelligence (EI) refers to how well someone builds relationships and understands
own and other emotions. These abilities are important factors in any profession that involve
frequent interpersonal relationships and leadership.

4. Skills Assessment Test

 The skills assessment tests measure actual skills. Either soft skills like attention to detail or
hard skills (computer literacy)

5. Physical Ability Test

The physical ability test measure strength and stamina. These traits are important for many
professions. There are seven classes of tests in this area: muscular tension, 2) muscular
power, 3) muscular endurance, 4) cardio-vascular endurance, 5) flexibility, 6) balance, and 7)
coordination

Reliability and Validity of Employment Test

1. Reliability - it is the consistency of a performance measure. It is the degree to which a

performance measure is free from random error

2. Validity - is the extent to which a performance measures assess all the relevant (only
relevant) aspects of job performance. A measure must be reliable if it is to have validity

● Criterion - related validity- it is a method of establishing the validity of a personnel selection

method by showing a substantial correlation between test scores and job performance scores

● Predictive validation - is a criterion- related validity study that seeks empirical relationship
between applicants test scores and their eventual performance on the job. Predictive validation
requires one to administer test to job applicants and then wait for sometime after test
administration to see how those applicants who were actually hired performed

 Concurrent validation - it is a criterion related validity study in which a test is administered

to all the people currently in a job and then correlating scores with existing measures of
each person’s performance. The logic behind this strategy is that if the best performers
currently on the job perform better on the test than those who are currently struggling on the
job, the test has validity.
 Content validation - is a test validation strategy performed by demonstrating that the
items, or questions, or problems posed by a test are a representative sample of the kinds of
situations or problems that occur on the job.
III. Rev Up!

Exercise 1

As future HR practitioner and with the given situational need, identify the type of pre-
employment to be given to assess applicant roles in the organization.
________________________________1. Employers to know if the applicant
posses a certain degree of knowledge on the specific subject matter prior to
starting a new role.
________________________________2. Employers need to get a
comprehensive picture of a candidate’s character.
________________________________3. Employer’s need to estimate each
applicant’s ability to use mental processes by assessing important skills like
logical, verbal, and numerical reasoning.
________________________________4. Employer’s need to assess how well
candidates prioritize, follow the instructions, and handle stressful situations in the
workplace.
________________________________5. Employer’s need to measure
applicant’s actual skills, soft or hard skills
________________________________6. Employer’s want to test the physical
ability test measure strength and stamina

Exercise 2 - Essay

1. Discuss the Five Major Dimensions of Personality Inventories.

2. Discuss the Main Characteristics of a Good Psychological Test.
3. Discuss the Reliability and Validity of Employment Test

IV. References

R1. Cook, Mark and Blackwell, Wiley (2016) Personnel Selection – Adding Value
Through Peope – A Changing Pictue: 6th Editiion. 2 Penn Plaza, New York
R.2 Denisi, Angelo S. and Griffin, R.W. (2016) Human Resources, Cengage
Learning,20 Channel St., Boston, USA
R3 Gatewood, Robert D. and et,al (2016) Human Resource Selection. 8 th Edition.
Cengage Learning, 20 Channel St., Boston, USA
R4 Nikolaou, Ioanonis and Oastrom, J.K. (2015) Employee Recruitmtment, Selection
and Assessment-Contemporary Issues for Theory and Practice. Psychology
Press, 711 Third Avenue, New York
R.5 Noe, Raymond A. and et al. (2018) Fundamentals of Human Resource
Management. South-Western Cengage Learning
R7 Rue, Leslie W and et.al (2016) Human Resource Management, 11 th Edition. Mc
Graw Hill Education, 2 Penn Plaza, New York
R8 Snell, Scott A. and et,al (2013) Managing Human Resources, 17 th Edition.
Cengage Learning, 20 Channel Center St., Boston, USA