Selection & Employee Testing

By Shweta Bambuwala
 Why Selection is so important?
• Performance

• Cost

• Legal Obligations: Negligent Hiring

 Meaning of selection
• Selection is a systematic process of identifying
suitable candidates for the available jobs from
the available applicant pool.
 Differences between recruitment and
selection
Selection Phases
 Steps in Selection Process
Step 6 Job Offer

Physical Exam
Step 5

Reference Checks
Step 4

Selection Interviews
Step 3

Step 2 Selection Tests

Step 1 Application Forms / Banks

 Step 1 :Employment application
forms/blanks
• Standardized format to collect the necessary
information.
• Solicit information on,
• Biographical information
• Educational Qualifications
• Work Experiences
• Pay and other perquisites
• Additional information
• References
 Step 2 : Selection Tests

• A test is sample of person’s behaviour.

• Reliability

• Validity
 How to Validate a Test
Steps in Test Validation

1 Analyze the Job: predictors and criteria

2 Choose the Tests: test battery or single test

3 Administer the Tests: concurrent or predictive validation

Relate Your Test Scores and Criteria: scores versus actual

4
performance

5
Cross-Validate and Revalidate: repeat Steps 3 and 4 with a
different sample
 Testing Program Guidelines

1. Use tests as supplements.

2. Validate the tests.
3. Monitor your testing/selection program.
4. Keep accurate records.
5. Use a certified psychologist.
6. Manage test conditions.
7. Revalidate periodically.
 Types of Tests
What Tests
Measure

Cognitive Motor and Personality and

(Mental) Physical Achievement
Abilities Abilities Interests
 Cognitive Ability tests
1. Intelligence (IQ) test

IQ = (Mental Age/ actual Age)*100

2. Specific Cognitive Abilities

Aptitude Tests
 Motor and Physical Abilities
• To measure motor abilities such as Finger
dexterity, manual dexterity, reaction time .

• Test of physical abilities include static strength,

dynamic strength, body coordination and
stamina.

• Ex. Lifeguards
 Personality test
• A personality test proposes to assess and predict
these basic characteristics of a person.

• Its results are useful in predicting the future

performance of the candidate.

• Ex.- Rorschach Blot Test (RBT), Thematic Apperception Test

(TAT), Minnesota Multiphase Personality Inventory (MMPI)
and Myers-Briggs type indicator (MBIT)
 The “Big Five”

Extraversion

Emotional Stability/
Conscientiousness
Neuroticism

Agreeableness Openness to Experience

 Achievement Test
• Measure what a person has learned.

• Job knowledge
 Work Samples and Simulations

Measuring Work
Performance Directly

Management Video-Based Miniature Job

Work Samples Assessment Situational Training and
Centers Testing Evaluation
 Step 3: Selection interview
• Interview is a face–to–face conversation to collect
information from a candidate to determine his or
her suitability for a job.

• Objectives
1. Fills information gap
2. Enables to establish direct and personal contact with
the applicant
3. Two way communication
4. Platform to create goodwill in the labour market
 Step 4 : Reference Checks

• Checking the references furnished by the

candidates.
Former Employers

Current Supervisors

Sources of Commercial Credit

Rating Companies
Information

Written References

Social Networking Sites

6–19
The Polygraph and Honesty testing
• Polygraph- Lie detector

• Honesty testing
1. Paper pencil honesty tests

• Graphology
Step 5 : Physical Examination
• To Ensure that selected candidate meets the
physical requirements

Step 6 : Job Offer

• Intimating the candidate about their
provisional selection.
Selection Process In India