Module 6 Flashcards
What are psychometric tests and assessments?
Psychometric test measures an individuals maximum performance using take that have right or wrong answers
Psychometric assessment typically uses a questionnaire format to ask individuals to rate their agreement levels with statements or to indicate how frequently they feel a certain way
What are assessment centres used for?
To evaluate a candidates skills, ability, behaviour and experience
What clear objectives need to be set before an assessment is used?
Describe the purpose of the assessment
Establish the required outcome
Identify the most appropriate method
Determine how the assessment will be measured
For any assessment to be fit for purpose it needs to demonstrate both validity and reliability. What are these?
Validity tells you how good a test is, reliability tells you how trustworthy a score will be.
Validity - the most important criteria for the quality of a test. Refers to the quality of the measure. Does it measure what it is supposed to measure?
Reliability - the stability of measurement over time. When completed twice the scores should (in theory) be the same
Why are candidate interviews important?
Provide a structured way or gaining evidence of a candidates ability
Build rapport
Validate the candidates suitability
Test behaviour within certain environments
Facilitate accurate matching against job criteria and work place cultures
Sell the candidate more accurately
Greater candidate commitment
What is a biographical interview?
A chronological exploration of experience
Explores motivations and attitude as well as background facts
Can consider the candidates whole career
Focus on transferable skills from career breaks
What is a competence assessment interview?
Structured questions aimed at gathering behaviourally specific information against job related competencies or criteria
Focuses on - Skills Knowledge Attitude Behaviour
What are the features of effective interviewing skills?
Planning - to help achieve the goal and shows interviewer as professional and credible
Structure - ensures interviewer maintains control. Provides logical stages which should be followed.
Rapport - set the foundations on which the future relationship will be built. Put the candidate at ease using verbal and non-verbal communication.
Funnelling questions - A skill used to start the interview using open questions followed by probing questions together more specific detail. Hypothetical and closed questions are used to gain clarification and summarise the discussion.
Active listening - shows that the interviewer is interested also shows respect and commitment summarising nodding positive gestures and eye contact
Support & challenge - recognising and noting a candidates achievements and emphasising any concerns.
Reports - Recordkeeping is an essential part of the interview. Essential as part of the compliance cycle
Feedback - A skill that allows a candidate to develop their skills as a result of an interview or assessment this can be used to make improvements and increase profile and opportunities.
What is STAR?
The star method is helpful in competency based interviews
Situation
Task
Action
Result
Halo and horns effect
The halo effect is when the interviewer is positively yet falsely influenced by a particular aspect about the candidate. the positive factors are considered to be the most important elements and other details are ignored or sidestepped.
The horns affect is where the interviewer is negatively yet falsely influenced by a particular aspect about the candidate. The negative factors are considered to be the most important elements and other details are sidestepped or ignored
Contributing factors that can influence the formation of judgements arising from Halo and horns
Prejudice and assumption
Prejudice is prejudging without all that information or facts being considered
Assumption is jumping to conclusions making your mind up on evidence assumed to be there
How to develop positive and consistent rapport
Ensure that pre-interview communication such as emails competence criteria or attendance instructions are personalised professional and accurate
Ensure that the interview environment is private distraction free and comfortable
Demonstrate a friend who in option
Welcome to Candidate with a smile positive eye contact and a firm handshake
Engage in easy to answer or low order initial conversations
Ask for permission to take notes
Stress the confidentiality of all information
How to maintain positive and consistent rapport
Demonstrate active listening by nodding and using listening noises
Maintain positive I contact open gestures and appropriate posture
Use linking questions for example you mentioned earlier
Funnel questions and summarise
Demonstrate appropriate praise or empathy
Allow the candidate time to think and respond
Take notes consistently and objectively

Why is feedback so important
Feedback is a critical part in the assessment process it reinforces positive behaviour provides praise and encouragement
constructive comments - what worked well and where changes could be made
It can boost a candidates confidence and self-esteem
What is the BOOST model and what is it used for?
Feedback should be -
Balanced Objective Observed Specific Timely
The equality act 2010 gives disabled people 2 fundamental rights what are they
Not to be unjustifiably discriminated against as a result of their disability
To have reasonable adjustments made to allow them to be recruited and work
What are reasonable adjustments
A reasonable adjustment can be either a physical change or change in the way something is done
Applicant should be asked whether any reasonable adjustments are needed for any part of the recruitment process
Reasons for reasonable adjustments to be made could be that the candidate has indicated a disability the client becomes aware of a disability or the candidate asks for a reasonable adjustment
When would a reasonable adjustment need to be made
To attend an interview
To be assessed
To undertake employment
Questions to ask to ensure an adjustment is reasonable
Is it practical
Do we have the resources to pay for it
Will it affect the health and safety of others
Will it be affective and overcoming the disadvantage
What are some examples of reasonable adjustments
Modifying tests and assessment procedures
Meeting the candidate at a more accessible premises
Allowing flexibility in interview or assessment timings
Modifying procedures forms or equipment
Providing a reader or interpreter
Adapting the physical arrangements of the interview environment
What is the most common type of disability discrimination
Failure to make reasonable adjustments for a disabled job applicant or worker
What are the 9 protected characteristics
Age Disability Gender reassignment Marriage and civil partnership Pregnancy and maternity Race Religion or belief Sex Sexual orientation
4 forms of discrimination
Direct
Indirect
Victimisation
Harassment
What is positive action
Positive action is the steps that an employer can take to encourage people from groups with different needs with a past track record of disadvantage or low participation to apply for jobs
The equality act allows an employer to direct training to encourage applications from groups which have been under represented in their business or industry for example people with disabilities
The equality act also allows an employer to treat an individual more favourably based on the protected characteristic if it is reasonable to think that people with that particular characteristic would be disadvantaged in the recruitment process.
What are the conditions on the use of positive action
Candidate must be as qualified as other candidates not necessarily having identical qualifications but they must possess equal skills potential and work experience
The employer must not have a policy of routinely treating all such disadvantaged or underrepresented groups more favourably than other candidates
The more favourable treatment must be a proportionate means of overcoming or minimising the disadvantage suffered because of the particular protected characteristic