Testing and selecting employees Flashcards
Testing and selecting employees
selection is important
- legal implications
- financial implications
Reliability
Validity
ethical and legal questions
Types of tests used?
Cognition (intelligence, memory, reasoning , decison making)
Motor, physical abilities
personality
acheivement
computerised/ web-based/ pencil and paper
Other types of tests used!?
Work samples and simulation
Work sampling
management assessment centers
situational judgement tests
Non-structured interview
interviewer asks questions as they come to mind, no set format to follow
Structured interview
questions are specified in advance and the responses may be rated for appropriateness of content
generally more valid
can also help inexperienced interviewers to ask questions and conduct useful interviews
structured interviews dont always leave the flexibility to pursue points of interest as they develop
Situational interviews
questions focus on the candidates ability to project what his or her behaviour would be in a given situation.
Behavioral interview
applicants asked how they behaved in the past in some situation
Sequential interview
several persons interview the applicant in sequence before a selection decision is made
Panel interview
candidate is interviewed simultaneously by a group of interviewers
What common mistakes should be avoided when interviewing?
- snap judgements
- negative emphasis
- not knowing the job
- pressure to hire
- contrast error ( the order of applicants might influence you)
- non-verbal behavior
- attractiveness
- Race
What are some guidelines for conducting an interview?
- plan ( review candidates papers)
- Structure
- create good atmosphere
- questions
- what not to ask
- closing
- review
Interviews…… DON”T
dont ask questions that can be answered with yes/no
dont put words in applicants mouths
dont interrogate the applicant as if the person is a criminal and dont be patronizing, sarcastic or inattentive
Interviews……… Do’s!
Do ask open ended questions
do listen to the candidate and encourage him or her to express thoughts fully
Do draw out the applicants opinions and feelings by repeating the persons last comment as a question
do ask for examples
Background investigation and reference checks
what to verify
social netowrking sites
pre-employment information services
reference check effectiveness
more productive checks
Honesty testing
Polygraph testing
honesty tests
graphology
Human Lie detectors
Physical exams
