Testing and interviewing
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This document discusses employee testing and selection. It outlines important characteristics of tests like reliability and validity. It describes common types of tests including cognitive, motor, personality, and achievement tests. It also discusses other assessment methods like work sampling, simulations, interviews, and background checks. The document provides guidance on designing and conducting effective structured and unstructured interviews. It emphasizes basing interview questions on job duties and using the same questions for all candidates.
Testing and interviewing
- 2. 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
- 3. 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
- 4. 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
- 5. 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
- 7. An Interview Is a procedure designed to obtain information from a person through oral responses to oral inquiries.
- 8. Types of Interviews 1. Appraisal Interview 2. Exit Interview 3. Selection Interview
- 9. Unstructured Interview: no specific structure or set format to follow. Structured Interview: The questions and acceptable responses are specified in advance.
- 10. 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
- 11. Administering the Interview One-on-one Sequential (unstructured – Structured) Panel Mass Computerized
- 12. What can undermine interview’s usefulness First impressions Misunderstanding the job Candidate Order Error Nonverbal Behavior Effect of personal characteristics Interviewer Behavior
- 13. 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
- 14. 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
- 15. 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
- 16. Concepts Consulting LLC 18 Zaki Ragab St. Smuha, Alexandria Egypt