Employee Testing Selection
Employee Testing Selection
The purpose of this chapter is to explain how to use various tools to select the best candidates for the job. The main topics we’ll cover include selection, testing, background and reference checks, ethical and legal questions, types of tests, and work samples and simulations. By the time we finish this chapter, I’ll be able to:
I. Explain what is meant by reliability and validity. II. Explain how you would go about validating a test. III. Cite and illustrate our testing guidelines. IV. Give examples of some of the ethical and legal considerations in testing.
In addition, I will be able to:
V. List eight tests you could use for employee selection, and how you would use them. VI. Give two examples of work sample/simulation tests. VII. Give examples of some of the ethical and legal considerations in testing.
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Why Careful Selection is Important?
Careful selection is important for three main reasons: performance, costs, and legal obligations. * First, your own performance always depends on your subordinates. * Second, it is important because it’s costly to recruit and hire employees. As the opening story in this chapter indicated, Google’s hiring process was streamlined due to the amount of time taken for interviews. Time spent by employees equates to the costs of not being productive in their jobs. * Third, it’s important because mismanaging hiring has legal consequences. Person-job fit refers to identifying the knowledge, skills, abilities (KSAs), and competencies that are central to performing the job. Then we must match the KSAs to the prospective employee’s knowledge, skills, abilities, and competencies.
I. Explain what is meant by reliability and validity
Basic Testing Concepts
A test is basically a sample of a person’s behaviour. Using a test (or any selection tool) assumes the tool is both
The purpose of this chapter is to explain how to use various tools to select the best candidates for the job. The main topics we’ll cover include selection, testing, background and reference checks, ethical and legal questions, types of tests, and work samples and simulations. By the time we finish this chapter, I’ll be able to:
I. Explain what is meant by reliability and validity. II. Explain how you would go about validating a test. III. Cite and illustrate our testing guidelines. IV. Give examples of some of the ethical and legal considerations in testing.
In addition, I will be able to:
V. List eight tests you could use for employee selection, and how you would use them. VI. Give two examples of work sample/simulation tests. VII. Give examples of some of the ethical and legal considerations in testing.
-------------------------------------------------
Why Careful Selection is Important?
Careful selection is important for three main reasons: performance, costs, and legal obligations. * First, your own performance always depends on your subordinates. * Second, it is important because it’s costly to recruit and hire employees. As the opening story in this chapter indicated, Google’s hiring process was streamlined due to the amount of time taken for interviews. Time spent by employees equates to the costs of not being productive in their jobs. * Third, it’s important because mismanaging hiring has legal consequences. Person-job fit refers to identifying the knowledge, skills, abilities (KSAs), and competencies that are central to performing the job. Then we must match the KSAs to the prospective employee’s knowledge, skills, abilities, and competencies.
I. Explain what is meant by reliability and validity
Basic Testing Concepts
A test is basically a sample of a person’s behaviour. Using a test (or any selection tool) assumes the tool is both