The Rights of the Deceased: Moral Rights Incidental to Copyright Law
- Vanshika Agrawal
- 2024-04-25
Contents hide
2 What is testing and why do companies do it?
3 Why exactly do companies spend so much time on careful selection?
4 How do companies know that the test they are using is the test?
5 What are the different types of tests that I should know of?
Selecting and Testing- This article is for the benefit of those who are new to the world of corporates, those who do not know anything about what they can expect during/after/as a part of their interview process in companies and the ones who are new to the world of HR , Selecting and Testing and do not have a background in Human Resources and/or Industrial Psychology.
After getting a pool of applicants, company’s next step is to select those employees who are perfect for the respective job in terms of the skillset as well as temperament. They do so by various methods like
That’s a great question! An employee that aligns with company’s vision, has the necessary skillsets leads to
– Increase in organizational performance
– Less conflicts in the workplace
– Decline in employee turnover
A very important question indeed! There are a couple of things that the test takers (here-companies) need to ensure about a test. That is:
Validity and Reliability
In layman’s terms, Validity refers to the degree to which a test is valid and that the test is measuring exactly the skills required for the job.
For instance, you wouldn’t want an Economics graduate quoting Shakespeare, would you?
Therefore, for every job, there is a specific test that you need to give in order to qualify for it.
Reliability refers to how consistent the test is and the consistency of the scores when same person is retested. Simply put, if you were to give a test and obtained a score of, let’s say 60, you should obtain more or less the same score every time you attempt it. If you were to get an 80 or a 30, that would mean the test is not reliable and cannot give accurate results and hence is discarded.
This is the reason why standardize tests are popular to test are large number od population! They test the skills the candidate might need for their future vocations.
Although, there are millions of tests out there specifically design for different roles, below discussed are some tests that test the most important skills required for the job.
Cognitive abilities Test:
These tests include IQ test like the Stanford-Binet test or Wechsler Adult Intelligence Test. These tests are also called aptitude tests. They measure a wide variety of skills like numerical ability, verbal ability, memory, logical reasoning.
Motor and Physical Abilities Test:
Dexterity tests like David’s battery of Differential Abilities, Stormberg Dexterity measure manual dexterity, finger dexterity and strength. Simply put, these tests measure how well test taker is suited to do manual jobs that require fine motor skills. These tests are usually done on factory workers.
Personality Tests:
Why are personality tests in the list? The reason is that more often than not, people are not lay because of their lack of skill but their attitude towards work and their colleagues. That’s why it’s important to know the kind of employee the company is recruiting. Also, personality tests measure characteristics like leadership qualities, motivation levels, competitiveness, whether the test taker is team player or not, etc.
Achievement Tests:
Achievement Tests are a measure of what the candidates have previously learned in their own niche.
Work Samples and Simulations:
Simulations like Situational Judgement tests assess the candidate’s ability as what he/she will do when a certain situation presents itself. Candidates structured answers, problem solving skills and approach to the problem is critically analyze in such tests.
These tests are done both on virtual platform and in real life. Both involves candidates input on a critical problem to assess his critical thinking abilities
Mini Job training and Evaluation Approach:
In this approach, the employer asks the candidate to perform a small task which is the part of the job to evaluate the candidate’s performance and see how well the candidate can pick up skills.
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