testing & selection
Post on 21-Oct-2014
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Testing & Selection
by Harpreet K Kang
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To ponder on..
Reliability & Validity
Validate a test
Cite and Illustrate testing guidelines
Tests for Employee Selection
Back ground Investigations
* HRM by Gary Dessler
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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.
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Why Careful Selection ?
Performance
Cost
Legal Obligations
* HRM by Gary Dessler
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Selection Process
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What is Meant by reliability and validity?
Think of a test and analyze it?
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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…
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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…
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How to validate a test?
Analyze the Job
Choose the Tests
Administer the Test
Relate your Test Scores and Criteria
Cross Validate and Revalidate
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What do Selection Methods Assess?
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List eight Tests that you would use to select employees.
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Tests Intelligence Test
Cognitive Ability
Motor & Physical Ability
Personality Test
Big Five1. Extraversion
2. Emotional Stability
3. Agreeableness
4. Conscientiousness
5. Openness to Experience
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Divide into groups of 5-6
and quickly work through
… How would you go about
selecting a Placement officer for your College?
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Some Stories..
oCity Garage Example
oOutback Steakhouse
oHonda
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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
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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.
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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
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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…
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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…
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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.
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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…
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• 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.
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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…
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Unique Forms of Testing
Genetic testing
Grapho-analysis
Polygraph tests
Online testing
Video-based situational testing
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Assessment Centres Types of assessment exercises:
In-tray or in-basket exercise
Leaderless group discussion/Presentation
Role play
Case study
Simulations
360-degree feedback
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Continue more next time..
Queries from today’s Session ???