shalini-hr tests.pptx

7/28/2019 shalini-hr tests.pptx

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Selection Tests An employer may use a variety of assessment methods to

determine an applicants suitability for a position. Psychometric tests may be used in the selection process in

addition to other assessment methods such as interviews, a

range of assessment centre activities, presentations, andreference checking.

Psychometric assessment involves pencil and paper testsand/or computerbased applications, usually in the form ofmultiple

choice questions. Assessments are generally grouped intotests of cognitive performance or tests of personalitycharacteristicsbut can also include interest inventories and motivationsquestionnaires


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Cognitive Performance

Tests of cognitive performance aim to assess:

aptitude for learning as well as using and

understanding information

general intellectual functioning

ability to deal with certain types of

information critical thinking/reasoning


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Tests may focus on a particular area ofcognitive performance including:

Verbal Reasoning

These tests assess ability to understand andreason with written information and toperform reasoning tasks involving the use oflanguage. The following examples are a sample

of the range of questions that can be used to tapverbal reasoning:

Select the word combination that best fits theblanks.


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Q. The team was instructed that the correct procedure was to .. theirconcerns to their team leader .. and then this

.. would be passed on to the senior staff. A. B. C. D. highlight quietly process convey initially information communicate

assertively problem extrapolate individually data


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Numerical Reasoning

These tests assess ability to perform reasoningtasks with numbers and understand numerical

relationships. Revision of basic arithmetic calculations prior

to testing may assist test performance.Calculators are rarely allowed during testing.

Recognising numerical relationships. Q. 5 is to 25 as 12 is to :

30 32 60 62 22


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Abstract Reasoning These tests are used to identify general ability for

occupations where clear thinking and problemsolving are important.

They are likely to involve identifying patternsbetween designs or other visual stimuli. Usuallythey are language free and do not requireprocessing of verbal nor numerical information, soare not dependent on these skills

Tests of this type may not contain familiarinformation and do not usually tap knowledgeacquired through education and so are not biasedto academic levels of achievement.


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Verbal Critical ReasoningThese tests assess the ability to evaluate the logic ofvarious kinds of arguments. Tests assessing criticalreasoning may be used for selection at managerial

and executive levels. Skills assessed may includeinformation seeking and discrimination ofessential information, analysis and interpretationof material, determining validity of information.

Identifying biases in reasoning and organising

work tasks through the application of logicalprinciples Information may be written or presented in graphs

and tables.


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Personality Inventories

These assessment instruments aim to assesshow an individual prefers to behave in a work

setting. These assess preferences, attitudes,personal qualities and preferred behaviouralstyles. Tests are based on the assumption thatpersonality traits are stable over time and oversituation.

Questions are often broad and unspecific (Doyou prefer to plan your weekend or keep youroptions open?)


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The following represent a report based on the results of apsychological assessment. The profile presented belowsummarizes key results in each area compared againstgeneral population norms (indicated by the descriptorsLow, Below Average, Average, Above Average, and High)

and with norms for high performers in the type of job forwhich the candidate is applying (indicated by the shadedareas). The candidate's score is indicated by the diamondsymbol: u

Agreeableness u Assertive Leadership u Conscientiousness u Customer Service Orientation u Dependability u Emotional Stability u


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Empathy u Extroversion u Impression Management u Integrity u

Intrinsic Motivation u Managerial Human Relations u Openness u Optimism u Self-Confidence u

Task Structuringu Teamwork u Work Drive u Overall Cognitive Aptitude u


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Narrative Responses Provided by TheCandidate

In reading through the candidates responses,

you should look for general themes that reflectthe persons attitudes, values, and beliefsabout work. Insights can help you generateprobing interview questions.

From another perspective, the way in whichcandidate responses are constructeddemonstrate sophistication of communicationskills.


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INTERVIEW QUESTIONS After reviewing the assessment results for this candidate,

you may want to conduct a structured interview to furtherexplore and clarify some specific concerns. The interviewquestions listed below reflect areas of concern raised by the

assessment results You should keep asking questions until you have gained

confidence in your assessment of the candidate. You can usesome or all of these questions when interviewing thecandidate.

You will probably want to customize these questions tobest fit your style and what you already know about thecandidate as well as the job for which s/he is beingconsidered. Most of these are behavioural description itemswhich ask the candidate to describe specific behaviour onthe job.


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Some additional probes which you might wantto use with individual questions are: When didthis take place?

* What factors led up to it?* What were the outcomes?

* What did others in the organization say aboutthis?

* How often has this type of situation arisen?* How would you handle it differently in the

future?

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shalini-hr tests.pptx