types of selection tests

8/3/2019 Types Of Selection Tests

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SelectionTests



Why Companies Use Tests? Why Companies Use Tests?

y to test certain skills that are needed for

certain jobs.

y helps to sort out candidates at an early

stage, saving the recruiter·s time and

money.

y To detect whether educational

qualifications indicate abilities or not.

y most cost effective way of selecting

candidates.



Types of Selection Tests Types of Selection Tests

y Cognitive ability test

y Integrity test

y

Personality testy Job knowledge test

y Physical ability test

y

Work samples and simulations



CognitiveAbilityTestsCognitiveAbilityTests

Cognitive ability teststypically use questionsor problems to measureability to learn quickly,logic, reasoning, readingcomprehension andother enduring mental

abilities that arefundamental to successin many different jobs.



AdvantagesWill not be influenced by test

taker attempts to impressionmanage or fake responses

Can be administered via paper and

pencil or computerized methods

easily to large numbers.

Disadvantages

Are typically more likely to differ

in results by gender and race than

other types of tests.

Can be time-consuming to

develop if not purchased off-the-

shelf.



IntegrityTestsIntegrityTests

Integrity tests assess attitudes

and experiences related to a

persons honesty, dependability,

trustworthiness, reliability, and

pro-social behavior. These

tests typically ask direct

questions about previousexperiences related to ethics

and integrity.



Advantages

y Send the message to test takers that integrity is animportant corporate value.

y Can reduce business costs by identifying individuals who

are less likely to be absent, or engage in other

counterproductive behavior.

Disadvantagesy Candidates may try to positively manage their

impression or even fake their responsey May be disliked by test takers if questions are intrusive

or seen as unrelated to the job.



Job K nowledge Tests Job K nowledge Tests

Job knowledge tests typicallyuse multiple choice

questions or essay type

items to evaluate technicalor professional expertise

and knowledge required for

specific jobs. Examples of

job knowledge tests includetests of basic accounting

principles,A+/Net+

programming.



Advantagesy Can provide useful feedback to test takers regarding

needed training and development.

y May be viewed positively by test takers who see the

close relationship between the test and the job.

Disadvantagesy May require frequent updates to ensure test is current

with the job.

y May be inappropriate for jobs where knowledge may beobtained via a short training period.



Personality testsPersonality tests

Personality tests typically measure

traits related to behavior at work

interpersonal interactions

satisfaction with different aspects of work

whether individuals have the potential tobe successful in jobs



Personality Inventories

Self-reports

Minnesota MultiphasePersonality Inventory (MMPI)

California Psychological

Inventory (CPI)

Myers-Briggs Type Indicator

(MBTI)

Hogun Personality Inventory

(HPI)

NEO PI-R( NEO) (assesses the

5-Factor Model consisting of:

Neuroticism, Extraversion

Openness,Agreeableness

Conscientiousness)

ThematicApperception

Test (TAT)

Rorschach Inkblot Test

(RIT)

ProjectiveTechniques



Advantagesy Can be cost effective to administer.

y Have been demonstrated to produce valid inferences

for a number of organizational outcomes.

Disadvantagesy May contain questions that do not appear job

related or seem intrusive if not well developed.

y May lead to individuals responding in a way to

create a positive decision outcome rather than howthey really are



Physical ability testPhysical ability test

Physical ability tests

typically use tasks or

exercises that require

physical ability to perform.

These tests typically

measure physical attributes

and capabilities, such asstrength, balance, and

speed.



Advantagesy Have been demonstrated to produce valid inferences

regarding performance of physically demanding tasks.y Can identify applicants who are physically unable to

perform essential job functions.

Disadvantagesy Are typically more likely to differ in results by gender

than other types of tests.

y May be inappropriate or difficult to administer in typical

employment offices.



Work sample Work sample

These tests typically focus on measuringspecific job skills

y job knowledge

y

organizational skilly analytic skills

y interpersonal skills.

Work samples and simulations typically

require performance of tasks that are thesame or similar to those performed on the job to assess their level of skill orcompetence.



-- Assessment Center Process --

Job Candidates

Exercises

Sample Individual Exercises

Scheduling Exercise

In-Basket

Sample Group Exercises

Leaderless Group

Discussion

Business Game

Assessors (evaluators)

Observe and

record

candidates

behavior in

exercises

Rate

candidates on

performance

dimensions

Discuss and give

final ratings to

candidates



Advantages

y Can provide test takers with a realistic previewof the job and the organization.

y Have been demonstrated to produce valid

inferences regarding ability to perform the job.

Disadvantagesy Does not assess aptitude to perform more

complex tasks that may be encountered on the job.

y May not assess the ability to learn new tasks

quickly.

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