What is selection testing?

Selection testing is a screening process that hiring managers use to judge an

applicant's fit for a certain job or company. A selection test is a standardized test that
the hiring manager gives to all applicants. 

Types of selection tests

Personality test:

A personality test measures an applicant's characteristics to determine what type of

personality they have. This test includes questions about the applicant's habits,
preferences, interests and working style. Hiring managers often use these tests to
determine whether a candidate is a good match for the role and the company.

Job knowledge test

Job knowledge tests are used to measure a candidate's ability to succeed in a specific
job. This test evaluates the candidate's knowledge of terminology, techniques and skills
relating to the job they are applying for. Hiring managers use this test to ensure that
they hire a candidate who is familiar with the role and able to complete the tasks it
involves. These tests are typically used when hiring for jobs that require specific skills.

Integrity test

Integrity tests are similar to personality tests, but they focus on evaluating a candidate's
honesty and moral standing rather than multiple aspects of their personality. This test
helps hiring managers ensure that they are hiring people who will comply with their
company's ethical standards. Integrity tests can be useful for any job and any industry
because ethics are important within any company.

Cognitive ability test

Cognitive ability tests are used to measure intelligence and may also be called IQ tests.
They can focus on general intelligence or specific areas of intelligence that relate to a
job, like mathematical skills or deductive reasoning skills. A hiring manager typically
uses these tests for jobs that involve a high level of ability in one or more areas of
cognitive ability.

Emotional intelligence test

Emotional intelligence tests measure a candidate's ability to build relationships and work
with others. This test may comprise some similar questions as a personality test, but it
specifically focuses on the applicant's emotional intelligence. Understanding how
someone interacts with others is important when hiring for leadership positions and
positions that involve constant collaboration, like public relations or marketing jobs.

Skills test

A skills test evaluates a candidate's ability to perform specific tasks related to a job.
Unlike a personality test, a skills test requires candidates to perform these skills to prove
their ability rather than answer questions related to the skills. A hiring manager may
administer typing tests for clerical and data entry job candidates to ensure that they can
type quickly and accurately. Another example of a skills test is a writing assignment
given to an applicant of a job involving writing.

Physical abilities test

Physical abilities tests measure a candidate's strength and endurance. These tests are
necessary for jobs that involve a certain level of physical fitness and ability. Common
jobs that utilize physical abilities tests include police and military positions. Hiring
managers administer these tests to ensure that candidates can handle the level of
physical activity required for the job without risk for injury.

Why are selection tests used?

Selection tests are a valuable resource for hiring managers because it allows them to
learn more information about a candidate before moving to the next stages of the hiring
process. Selection tests can save time, because the hiring manager does not have to
schedule a meeting with each candidate. Instead, they can send each applicant an
online selection test. They can even include the selection test in the digital application to
save even more time.

Selection tests evaluate a candidate's skills, knowledge and personality in a more

precise way than reviewing a resume. They can help hiring managers predict how a
candidate will perform in a specific role or within a company

WHAT IS EMPLOYEE ORIENTATION?

Employee orientation is the process of introducing your new hires to your company culture,
hierarchy, job responsibilities, co-workers, workplace facilities and more on day of
onboarding; Good employee orientation plans allow new employees to get to know the very
basics.

What is the process of orientation in HRM?

 Here's a job orientation checklist to keep handy:
1. Reduce first-day jitters. ...
2. Ready their workstation. ...
3. Welcome them to the team. ...
4. Have the job orientation program schedule ready. ...
5. Create a visual presentation. ...
6. Group job orientation sessions by topic. ...
7. State the expectations of the job. ...
8. Let them know they are valued.

Why Orientation Is Important for

New Employees
Orientation is important because it signifies the beginning of the relationship
between employee and employer. The first day of work is the most important,
as new hires are seeking to affirm their decision to accept your offer of
employment.

A smooth transition into a new role benefits both new employees and their
new managers and colleagues. By clearly communicating expectations and
responsibilities to a new employee, they can start being productive quickly. As
part of an effective onboarding process, a thorough and engaging orientation
can also help reduce new employee turnover due to misunderstood or unmet
expectations. Additionally, a clear policy for employee orientation will ensure
that all new team members receive the same training and information.
What Is an Employee Orientation
Checklist?
An employee orientation checklist describes a formalized orientation process
to make sure each new employee receives an adequate introduction to the
company, meets the right people, and has the correct tools to quickly become
a productive employee.

What is the ADDIE model?

ADDIE is an acronym for Analyze, Design, Develop, Implement, and Evaluate. The

ADDIE model is arguably the best-known model for instructional design. Instructional

design is the process of designing, developing, and delivering learning content.

Advantage :
The biggest advantage of the ADDIE model is that it provides a structured framework that helps
to ensure that you create an effective learning product. A learning product can be online or
offline training, a coaching session, lecture, information brochure, or any other product aimed at
transferring knowledge from a subject matter expert to one or more individuals.
ADDIE stands for Analysis, Design, Development, Implementation and Evaluation, the five
steps in the design process, detailed below: [2]
Analysis: Identify the performance gap
The analysis phase involves identifying and clarifying the instructional problem or, from a
training standpoint, identifying the performance gap and desired outcomes. This phase
includes identifying participant characteristics (for example, current knowledge and skills,
level of experience, language proficiency and motivation), learning resources and budget
and time constraints, defining the learning environment and establishing instructional goals
and objectives.

Design: Identify the learning objectives

The design phase involves subject matter design broadly, including defining specific
learning objectives and instructional strategies, structuring content and assessments. The
design should reflect a logical flow. Assessments should provide feedback on the learner’s
progress in achieving the learning objectives.

Development: Develop a performance solution

As the title indicates, the development phase involves creating/curating and assembling the
content specified in the design phase. This phase also involves stakeholder review and
validation and any required revisions. This phase may involve integration of technology and
related testing.

Implementation: Deliver the performance solution

Implementation involves development of the training framework, including course
curriculum, learning outcomes and the learning space. The process should also include
confirming the availability of required materials and associated applications or websites and
preparing learners to use any required tools or technology. The final step, of course, is
participant engagement.

Evaluation: Evaluate the results relative to the

performance objectives.
Although evaluation is listed last, in practice it is included in every aspect of the process.
That is, the overall design process is meant to be iterative, with elements fine-tuned along
the way. Interim evaluations, referred to as formative evaluations, are those that are
conducted prior to implementation to confirm that the learning resources meet the
specifications established in the design phase. A summative evaluation would be conducted
after implementation to determine training effectiveness on three bases: participant
satisfaction, participant learning and participant performance.