PRE-EMPLOYMENT TESTING

Presenter: Rizwan Hafeez Dayo

Chapter 11

Pre-employment Testing?

Draw undesirable traits and behaviors Finding the qualities required to do the job Minimizing the bias in the interview and

selection process

Why to test sb before employment?

Allow employers to identify potentially unfit

workers Reduce cost of recruiting, hiring and training Identifying future “Work stars” Protection against the so-called applicants

who mislead interviewers Identify workers who need extra assistance

and training

Some more…

Cost & Benefit Analysis

Advantages Matching individuals’ KSAO

with the requirement of job Identify desirable and

undesirable traits Protects against charges of

negligent hiring Substitute for Reference

checks Objective Provides distinction

Disadvantages Overlook interviewing skills Predict who will do well Screens out qualified

applicants who do not test well Attempts to evaluate future

job suitability Substitutes for OTJ training in

jobs requiring minimal learning Deemed as solving multiple

employment problems

Proving that a certain test or selection procedure really works for identifying the job-related traits and skills.

Types of Validity:1. Criterion-related validity2. Content validity3. Construct validity

Test Validation

Test Administration

Test Takers

Applicants who need to demonstrate particular skills and traits in order to perform the job well

Test Administrators Professional staff or Outsource

Test Standardization Same environment Same conditions (duration, instructions, material &

physical factors)

No distortions (noise, interruptions, uncomfortable seating, poor lighting, poor ventilation)

Test Administration

Test Security

Separating those who have taken test & who have not.

Keep tests locked Assign random seating arrangement

Language Consistency Avoid unfamiliar or confusing words

Test Administration – contd.

Drug Testing Psychological Testing Personality Testing Integrity Testing Physical Testing

Testing Categories

Drug Testing

Blood Hair Analysis Urine (screening; confirmatory) Pupil’s reaction to light Hand-eye coordination and reaction time

Testing Categories

Psychological Testing

General Intelligence Aptitude Achievement (current skills, knowledge &

accomplishments)

Reasons to conduct psychological testing: Cost-efficient Have a preventive effect on deviant conduct against

those hired Determining more productive workforce Relieves the employer & provides competitive edge

Testing Categories – contd.

Personality Testing

Projective tests (evaluate how a person describes, interprets or understands unstructured stimuli)

Personality inventories (characteristics, thoughts, feelings, attitudes & behavior)

Graphology (Handwriting analysis)

Testing Categories – contd.

Integrity Testing

Polygraphs and Lie-detecting tests Written honesty tests (Overt tests, Veiled-

purpose test) Physical Testing

Pre-employment physical exams (To ensure that the workforce is healthy enough to deal with the job related stress)

Tests of physical ability (psychomotor tests)

Testing Categories – contd.

Don’t confuse it with Web Based Testing CBTs

Computer Adaptive Tests (CATs) Computerized Classification Tests (CCTs)

Computer Based Testing

Pros & Cons of CBTs

PROS Convenience Consistency Efficiency Ease Security Diversity of questions Varied presentation Accuracy

CONS

Computer Literacy Lack of Flexibility Cost!

Final Word

Testing an applicant for a particular job is of immense importance. Your one decision can result in lost prospective employee. You need to do job analysis in order to determine the exact need of test.So once for all:TEST IS NOT ALWAYS THE SOLUTION!