Presumably, we’re going to still be talking about recruitment today. I think we may be on to interviewing.
Nope, testing. Just got handed an outline on the subject.Two areas of testing are important.
- Validity — Does the test measure skills or abilities relevant to the subject?
- Reliability — Are the results consistent and reflective of the taker’s capabilities?
If you need to determine whether your tests are valid and reliable, contact an industrial psychologist or Psychometrician.
There are various types of tests, divided into families.
- Cognitive Tests, or tests of mental abilities
- Personality and Interest Tests
- Motor Tests (physical skills)
- Achievement Tests
- Management Assessment Center Tests
- In Basket Leaderless Group Discussion
- Technical Presentations
- Case Studies
Cognitive tests commonly include IQ tests and similar metrics.
Personality Tests or Interest Tests attempt to determine your best working style or conditions, and thereby assess how you will do at the job.
Motor Tests are tests of physical skill or ability, such as typing skill, soldering, or fitting parts together quickly.
Achievement tests evaluate ability to do some particular non-physical skill, such as familiarity with a particular computer program or subject.
Management Assessment tests attempt to determine an applicant’s leadership and management ability.
Other Selection Tools include:
- Background checks/Reference Checks
- Immigration Status
- Work History
- Military Service
- Education
- Personal Identification
- Criminal Records
- Legal Residences
- Motor Vehicle Record
- Credit History
- Licenses
- Social Security Number
- Honesty Testing
- Polygraph
- Paper and Pencil Tests
- Graphology
- Physical Examinations
- Drug Screening