Employee Testing and Selection

 To avoid potential bad candidates, explain how to check the candidates’

background using at least 3 pre-employment checks; and list 2 questions to inquire
in each of these checks?
Most employers check a pre-employment background during their hiring process. The industry and the
sensitivity of the position determine the extent of the screening. In the industry, if you want to go to any
department then the employer checks the history in different methods. For example, that who handle
finances like those within the banking industry might check into your financial records/credit ratings.
Some might check your Criminal records and good standing in the community, work history, and
educational qualifications, etc.

1. Identity check
This is the most introductory of Pre-employment wireworks and generally forms the base for a further
thorough background check. Your employer will check the legality of the document you’ve handed in
to ensure that you're indeed who you say you are.

2. Educational achievement
There are some people who enhance their CVs by adding some efficient work. In fact, it’s estimated that
half of CVs included wrong information. Due to this majority of employers will want to verify the
authenticity of your documents from the source. This means that your university will be contacted to
check that all the information, including the field of study and grade, matches their records.

3. Employment History

There are businesses who authenticate your employment history grounded on your submitted resumé,
while others take a deep cave. Depending on position, your former employer may be asked to confirm
your job title, length of employment, job liabilities, and indeed your payment. Some implicit
employers might look at your credit report or income tax sessions for sources of income too. What’s
important is that any information that you present to an employer suffer no improvement or revision.
4. Criminal records and good standing in the community
Law enforcement agencies, fiscal institutions, and healthcare installations will probably conduct inquiries
on the character of an aspirant. This does not just include references, but also any illegal records, as well
as their good standing. To illustrate, GCC member countries claim a Good Standing Certificate for their
healthcare professionals. A licensing body or an aspirant’s last employer can issue these.

Asked Questions?
1 What work experiences, training, or other qualifications do you have, or Do you Like working
with a team?
2 Based on your past work experiences, what is the most serious action you have taken?
3 How will you identify problems and opportunities on the job?
Employee Testing and Selection

 List 3 tests that can be used to check the candidate’s suitability for the job of stock
trader and explain the rationale to use these tests ?

The Stock Trading Test has been specifically designed to enable employers and beginner to
identify potential hires by assessing working expertise and job readiness. For this reason,
emphasis is laid upon appraising the knowledge of applied expertise gained through real work
experience, rather than theoretical knowledge.
Further the screening test that can be used to recruit an employee in stock trader:

 Aptitude Tests
They test an existent’s capacity to learn a particular skill. There are substantially two types of aptitude
tests. Cognitive tests measure intellectual and internal aptitudes. This is very important for the stock
trader's test to remember all things.

 Proficiency Tests
These tests are also called performance or occupational tests. They determine the expertise and
knowledge acquired by an existent through experience and on-the-job training. Give a situation to a
candidate about the work of a stock trader and asked them if he is in a situation then how he will
handle this situation.

 Personality tests
These tests judge the psychological makeup of any person. These tests check a person’s motivational
position, feelings, integrity, sympathy, perceptivity, etc. These traits in an individual give the director
with an overall picture of his personality. sympathy and control the feelings is an important factor for
the applicants of stock dealers.

 Intelligence test

The tests used to determine general intellectual abilities of a person. They measure not a single
trait but rather a range of abilities, solve problems, and verbal frequency etc. These will help to
consider those campaigners who are intelligent enough to identify those stocks or shares that are
profitable in both short and long run, therefore weeding out the “ pretenders ”.

 Situational test

The most important method of screening is situational testing, where the candidates must face a
real situation and deal with it. Situational tests need examinees to respond to situations
representative of the job. The interviewer can test the campaigners by delivering those stocks and
shares of colorful companies, some are precious, and some are not, and also ask the campaigners
to elect and manage them. The applicant who'll make the most profitable portfolio should be
selected.
Employee Testing and Selection