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Chapter 05

The document discusses various types of tests that can be used in employee selection to evaluate candidates for a job. It describes cognitive ability tests, psychomotor ability tests, personality tests, integrity tests, job knowledge tests, work sample tests, and achievement tests. Careful selection using valid and reliable tests is important for performance, costs, and legal obligations.

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27 views

Chapter 05

The document discusses various types of tests that can be used in employee selection to evaluate candidates for a job. It describes cognitive ability tests, psychomotor ability tests, personality tests, integrity tests, job knowledge tests, work sample tests, and achievement tests. Careful selection using valid and reliable tests is important for performance, costs, and legal obligations.

Uploaded by

Study Guide
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Chapte

r
5

Employee Testing
and Selection

Maqsood Brohi
1
WHY CAREFUL SELECTION IS IMPORTANT
• Once you review your applicants résumés, the next step is
selecting the best candidates for the job.
• Nothing you do at work is more important than hiring the right
employees.
• It is important for three main reasons: performance, costs,
and legal obligations.

2
WHY CAREFUL SELECTION IS IMPORTANT

o Performance
 Employees with the right skills will do a better job for you and the company
 Employees without these skills won’t perform effectively, and your own performance and the
firm’s will suffer

o Cost
 It is important because it’s costly to recruit and hire employees
o Legal Obligations
 It’s important because mismanaging hiring has legal consequences
 Equal employment laws require nondiscriminatory selection procedures

3
Person and Job/Organization Fit
 The main aim of employee selection is to achieve person-job fit
 Person-job fit refers to matching (1) the knowledge, skills, abilities (KSAs), and
competencies that are central to performing the job (as determined by job analysis)
with (2) the prospective employee’s knowledge, skills, abilities, and competencies.
-The aim is to achieve a match.
 However, a candidate might be right for a job, but wrong for the organization.
 Person-Organization fit
 Candidate’s level of comfort with organization culture (Organization Culture is the
norms & values)

4
BASIC TESTING CONCEPTS
 Reliability
 Reliability is a test’s first requirement and refers to its consistency
A reliable test is one that yields consistent scores when a person takes two
alternate forms of the test or when he or she takes the same test on two or more
different occasions
 Reliability is very important. If a person scores 90 on an intelligence test on a Monday
and 130 when retested on Tuesday, you probably wouldn’t have much faith in the test
 Many things cause a test to be unreliable
- Physical conditions
- Differences in the test-taker
- Differences in the person administering the test
- Poor job of sampling the material

5
BASIC TESTING CONCEPTS

 Validity
 Validity tells you whether the test is measuring what you think its supposed to
be measuring
 Validity refers to the correctness of the inferences that we can make based on
the test
With employee selection tests, validity often refers to evidence that the test is job
related in other words, that performance on the test accurately predicts
subsequent performance on the job.

6
Evidence-Based HR: How to Validate a Test
• You should validate the test before using it by ensuring that scores on the test are a good
predictor of some criterion like job performance
• The validation process consists of five steps:

1. ANALYZE THE JOB


- The first step is to analyze the job and write job descriptions and job specifications
- The point is to specify the human traits and skills you believe are required for job
performance

2. CHOOSE THE TESTS


- What tests are available and where do you get them?
- The best advice is probably to use a professional, such as a licensed industrial
psychologist
3. ADMINISTER THE TEST
- One option is to administer the tests to employees currently on the job. You then compare
their test scores with their current performance
7
Evidence-Based HR: How to Validate a Test

5. RELATE YOUR TEST SCORES AND CRITERIA


- ascertain if there is a significant relationship between test scores and
performance
- The usual way to do this is to determine the statistical relationship between (1)
scores on the test and (2) job performance using correlation analysis, which
shows the degree of statistical relationship
6. CROSS-VALIDATE AND REVALIDATE
- Before using the test, you may want to check it by cross-validating in other
words, by again performing steps 3 and 4 on a new sample of employees.

8
TYPES OF TESTS

Cognitive Ability Tests

• Tests that determine general reasoning ability, memory,


vocabulary, verbal fluency, and numerical ability.
• Cognitive ability tests are a form of IQ tests and these
measure the capacity of an individual to learn at higher levels
of difficulty.
Psychomotor Abilities Tests

• Psychomotor abilities refer to the capacity to connect brain


and functions of the body such as physical strength.

An example of a psychomotor ability is reaction time, which is


defined as “the ability to quickly respond ( with hand, finger, or
foot) to a signal ( sound, light, picture) when it appears.
Personality Tests
• Personality refers to differences in characteristic patterns of thinking ,
feeling and behaving.
• Personality test questionnaires tap into areas, such as leadership,
teamwork, self-confident.

Integrity Tests – Refers to “being honest & ethical.” It measure


candidates’ attitudes toward theft, dishonesty, violence, drug use etc.
JOB-KNOWLEDGE TESTS

• Tests that measure a candidate’s knowledge of the duties of the job for
which he or she is applying.

• For example, lawyers must have knowledge of laws, legal codes, court
procedures, government regulations.
JOB PERFORMANCE AND WORK-
SAMPLES

• Tests that require an applicant to perform a task or set of tasks


representative of the job are work-sample tests.

• Electrical equipment assemblers “position, align, or adjust electric


parts to facilitate wiring.
Achievement Tests

• Achievement tests measure what someone has learned.


• Most of the tests you take in school are achievement tests.

• Achievement tests are also popular at work.


• Some achievement tests measures the applicant’s abilities; a
typing test is one example

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