Testing and interviewing
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![Page 1: Testing and interviewing](https://reader034.fdocuments.in/reader034/viewer/2022051513/547e64a9b479597f508b4b32/html5/thumbnails/1.jpg)
Employee Testing &Selection
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Important Test Characteristics
Reliability: same person gets the same results on doing the test (or alternate form) again.
Validity: fulfill the function it was designed for
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Types of Tests
Cognitive Abilities ◦ IQ
◦ Specific Cognitive Abilities (Aptitude)
Motor and Physical Abilities
Personality and Interests (intangibles) ◦ Big Five
◦ MBTI
◦ Interests Inventories
Achievements Tests (What you learned)
Web-based Testing
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Other Types of Testing Work Sampling
Simulations
Management Assessment Centers ◦ In basket
◦ Leadership Group Discussion
◦ Management Game
◦ Individual Presentations
◦ Objective Tests
◦ The Interview
Video-based Situational Testing
The Miniature Job Training and Evaluation
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Background Checks Useful ◦ Include a statement in application form
◦ Use phone calls check
◦ Use multiple sources
◦ Be persistent to red flags
◦ Ask several detailed questions
Pre-employment Information Service
Polygraph and Honesty Testing
Graphology
Physical Examination
Substance Abuse Screening
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Interviewing Candidates
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An Interview
Is a procedure designed to obtain information from a person through oral responses to oral inquiries.
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Types of Interviews
1. Appraisal Interview
2. Exit Interview
3. Selection Interview
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Unstructured Interview: no specific structure or set format to follow.
Structured Interview: The questions and acceptable responses are specified in advance.
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Types of interviews based on content
Situational Interview: what is the behavior for a given situation?
Behavioral Interview: describe how they actually reacted to situations in the past?
Job-related interview: Questions about past experience to estimate job performance.
Stress Interview: make applicant uncomfortable
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Administering the Interview
One-on-one
Sequential (unstructured – Structured)
Panel
Mass
Computerized
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What can undermine interview’s usefulness
First impressions
Misunderstanding the job
Candidate Order Error
Nonverbal Behavior
Effect of personal characteristics
Interviewer Behavior
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Designing Effective Interviews
1. Job Analysis
2. Rate Job Duties (Main)
3. Create Interview Questions
4. Create Benchmark Answers (Model)
5. Appoint the interview panel and conduct interviews
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Advice to Effective Interviewing Base questions on actual job duties
Use job knowledge, situational, and behavioral oriented questions
Train Interviewers
Use same questions with all candidates
Use descriptive rating scale
Use panel
Standardized interviewing form
Control the Interview
Take brief notes
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Important Notes Prepare for the interview
Establish rapport
Ask questions ◦ Do not ask (yes/no) questions
◦ Do not interrogate the candidate
◦ Ask open questions
◦ Listen Carefully
◦ Draw candidate’s response
◦ Ask for supportive examples
Close the Interview
Review the interview
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