Testing & selection

Testing & Selection

by Harpreet K Kang

To ponder on..

Reliability & Validity

Validate a test

Cite and Illustrate testing guidelines

Tests for Employee Selection

Back ground Investigations

* HRM by Gary Dessler

Difference Between Recruitment and

SelectionRecruitment Selection

The process of recruitment commences from the time the manpower request is raised.

The process of selection ends once the offer letter is released to the candidate.

It is a process of sourcing and searching candidates to suit a particular role.

Series of screening steps which helps in the elimination of the candidates that may not be suitable and thereby short listing the suitable one’s.

The objective is to create a talent pool of candidates.

The objective of a selection process is to select the right candidates.

Why Careful Selection ?

Performance

Cost

Legal Obligations

* HRM by Gary Dessler

Selection Process

What is Meant by reliability and validity?

Think of a test and analyze it?

Reliability

It is the extent to which a selection test provides consistent results. There are different types of reliability:

Test–retest

Internal consistency

Parallel forms

Split half

Contd…

Validity Any test must be valid and it is a mandatory

requirement. Validity is the extent to which a test measures what it claims to measure. If a test cannot indicate the ability to perform the job, it has no value.

There are different types of validity:

Face validity (performance based)

Criterion-related validity (Several samples of behaviours)

Content validity (Content based)

Contd…

How to validate a test?

Analyze the Job

Choose the Tests

Administer the Test

Relate your Test Scores and Criteria

Cross Validate and Revalidate

What do Selection Methods Assess?

List eight Tests that you would use to select employees.

Tests Intelligence Test

Cognitive Ability

Motor & Physical Ability

Personality Test

Big Five1. Extraversion

2. Emotional Stability

3. Agreeableness

4. Conscientiousness

5. Openness to Experience

Divide into groups of 5-6

and quickly work through

… How would you go about

selecting a Placement officer for your College?

Some Stories..

oCity Garage Example

oOutback Steakhouse

oHonda

So can you organize data into Excel

sheet?Parameters@Placement Cell : 1. Company2. Students who opted for a

company3. Present status of calling4. Past Status – No. of students

selected5. With PCTE –

Good/Bad/Lukewarm

Employee Application Forms A filled in application form helps the selection

process with four types of information: The applicant’s education and experience The applicant’s progress and career growth The applicant’s moves in their previous jobs

can be used to predict their stability. Some of the details in the application form

can also help in predicting the likelihood of a candidate succeeding at the job.

Employment interview It is a discussion between the interviewer and

the interviewee for the selection of a candidate for a specific role in the organization.

Best practices Interview preparation Interview content Interviewee’s expectations

Interview

Types of Interviews

Unstructured interviews: They do not follow

a pre-decided order.

Structured interviews: They follow a pre-

decided order.

Exploratory interviews are discussions and

investigations of possibilities of employment.

Contd…

Types of Interviews

Stress interviews: They make the candidate

feel stressed to assess their capability to handle

uncomfortable situations.

Telephonic interview: An interview which is conducted over phone is known as a telephonic interview.

Video conferencing: Interviews are those interviews which use videophone and video-conferencing facilities. MNC’s like Airtel, vodafone

Contd…

Types of Interviews

Peer interviews: The candidate’s potential

peers (colleagues and team members) meet and

have an informal discussion with them.

Group interviews: Many candidates are

interviewed together.

Situational interview: Candidates are given

typical situations faced on the job and they are

assessed on how they would handle the

situations.

Structure of a B. E. I.

The Behavioural Event Interview follows a

structure:

To understand from the past experiences of

how the employee will behave in the future

It is done through some in depth and open

ended questions

Contd…

• Tell me about a time when you were on a team, and one of the

members wasn’t doing his or her share.

•Tell me about a time when you felt a need to update your skills

or knowledge in order to keep up with the changes in technology.

How did you approach that?

•Describe a time when a customer got angry with you. How did

you react? How did you resolve the situation?

• Please give me an example of a time when you took the

initiative to improve a specific work process.

•Give me an example of a time when you surpassed a customer’s

expectations.

• Tell me about a time when a customer requested special

treatment that was out of the scope of normal procedures. How

did you handle it?

•Tell me about a time when you had to cope with a stressful

situation.

•Give me an example of a time when you had to make a split

second decision.

Structure of a B. E. I. Trigger

To make the candidate recollect the critical event

among the events coming to their mind.

To judge whether the event has the

characteristics of the event solicited by the

trigger.

To give an opportunity to the candidate to

change the event, if in the opinion of the

interviewer/panelists, the event does not meet

the characteristics sought by the trigger.

Contd…

Unique Forms of Testing

Genetic testing

Grapho-analysis

Polygraph tests

Online testing

Video-based situational testing

Assessment Centres Types of assessment exercises:

In-tray or in-basket exercise

Leaderless group discussion/Presentation

Role play

Case study

Simulations

360-degree feedback

Continue more next time..

Queries from today’s Session ???