Employment Testing

Team Members
Rishabh Bhandari
Raj Cholera Aakash Chukkapalli Praneet Garg Keval Gosar
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A024 A029 A036 A038

Abhi Goyal
Smarth Gupta

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Employment Test

Employment Test
Employment testing is the practice of administering
written, oral or other tests as a means of determining the suitability or desirability of a job applicant.

The premise is that if scores on a test correlate with job

performance, then it is economically useful for the employer to select employees based on scores from that test.

Some correlate better with job performance with others;

employers often utilize more than one to maximize predictive power.

Nature Of Employment Tests

An employment test is an objective and
standard measure of a sample of behavior that is used to gauge a persons knowledge, skills, abilities and other characteristics in relation to other individuals

While developing a test, it is very necessary to

conduct validation studies before it is ready to be adapted for regular use.
Must have both reliability and job-related validity.

How to Validate the test?

One way to measure a tests validity is to test current
employees and create a benchmark score for comparison

Other considerations can be cost, time, ease of

administration and scoring etc.

Types of Employment tests

Aptitude Test: A test that measures a persons ability to learn skills related to the job. Proficiency Test: A test that measures whether the person has the skills needed to perform a job. Psychomotor Test: A test that measures a persons strength, dexterity, and coordination.

 Graphology, a term that refers a variety of systems of

handwriting analysis, is used by some employers to make employment decisions

Graphologists draw inferences about such things as the

writers personality traits, intelligence, energy level, organizational abilities, creativity, integrity, emotional maturity, self-image, people skills, etc.

Medical Examination
A medical examination is generally given to ensure
that the health of an applicant is adequate to meet the job requirements.

Under the pre-employment medical tests, the

candidates are required to go through a series of tests that may include ECG, ESR, physical checkup, etc.

However, in some cases, medical testing

considered an invasion of privacy violation of the law.

can be and may be

Polygraph Test
A polygraph (popularly referred to as a lie detector)
measures and records several physiological indices such as blood pressure, pulse,respiration, and skin conductivity while the subject is asked and answers a series of questions.

Examiner asks question that calls for an answer of yes or

no...

Question typically covers such items as whether a person

uses drugs, has stolen from an employer, or has committed a serious undetected crime.

It is used by small percentage of firms in the general

population.

Honesty and integrity test

An integrity test is a specific type of personality test
designed to assess an applicant's tendency to be honest, trustworthy, and dependable

Integrity tests can also be valid measures of overall job

performance

Integrity tests (also referred to as clear-purpose tests)

are designed to directly measure attitudes relating to dishonest behaviour

Job Knowledge Test

Job knowledge tests are used in situations where
applicants must already possess a body of learned information prior to being hire

Examples : Computer programming, law, and financial

management

Job knowledge measures ones mastery of the

concepts needed to perform certain work

Job Knowledge Test

Licensing exams and certification programs are also
types of job knowledge tests. Passing such exams indicates competence in the field's subject or area

A major consideration of job knowledge tests is validity

Physical Ability Tests

A physical fitness test is a test designed to measure physical
strength, agility, and endurance.

They are commonly employed in educational institutions as part of

physical education curriculum in medicine as part of diagnostic testing, and as eligibility requirements in fields that focus on physical ability such as military or police.

Particularly for demanding and potentially dangerous jobs such as

those held by firefighters and police officers.

Despite their potential value , physical tests tend to work to the

disadvantage of women and disabled job applicants.

Evidence suggests that the average men is stronger, faster, and

more powerful than average woman. .

Physical Ability Tests

But women tend to have better balance, manual dexterity , flexibility
, and coordination than men.

Hence due to these differences use of physical ability tests should

be conducted carefully on the basis of essential functions of the job.

Evidence suggests that the average men is stronger, faster, and

more powerful than average woman.

But women tend to have better balance, manual dexterity , flexibility

, and coordination than men.

Hence due to these differences use of physical ability tests should

be conducted carefully on the basis of essential functions of the job.

Work sample tests

Work sample tests are used to test applicants with
tasks similar to those involved in the actual job.

Work sample tests are based on the premise that the

best predictor of future behavior is observed behavior under similar situations.

Work sample is a method of testing ability by giving

the candidate a sample of typical work to do and evaluating their performance.

Advantages & Disadvantages

Advantages: High reliability and realism to the actual job. High content validity since the work samples are a sample of
the actual work performed on the job.

Work sample tests use equipment that is identical or similar to

the actual equipment used on the job.

Disadvantages:-

It is a costly process.
Less effective at measuring an applicants aptitudes, thus
restricting the test to measuring ability to perform the work sample and not more difficult tasks that may be encountered on the job.

PERSONLITIES AND INTEREST INVENTORIES

WHY NEEDED?
THOUGH COGNITIVE TEST MEASURE A PERSONS
MENTAL TEST, PERSONALITY TEST MEASURE DISPOSITION AND TEMPERAMENT.

ARE BETTER PREDICTORS OF THEIR

MOTIVATIONSUCH AS THEIR LEADERSHIP SKILLS AND PROPENSITYNTO ADHERE TO RULES.

THIS IS AN OVERALL APPROACH

Personality Traits
Particular tendencies to feel, think, and act in certain ways that can be used to describe the personality of every individual Managers personalities influence their behavior and approach to managing people and resources

Big Five Personality Traits

Managers and Traits

No single trait is right or wrong for being an effective
manager

Effectiveness is determined by a complex interaction

between the characteristics of managers and the nature of the job and organization in which they are working

Big Five Personality Traits

Extraversion tendency to experience positive emotions and moods and feel good about oneself and the rest of the world

Managers high in extraversion tend to be sociable, affectionate, outgoing and friendly

Managers low in extraversion tend to be less inclined toward social interaction and have a less positive outlook

Big Five Personality Traits

Negative affectivity tendency to experience negative emotions and moods, feel distressed, and be critical of oneself and others

Big Five Personality Traits

Managers high in negative affectivity may often
feel angry and dissatisfied and complain about their own and others lack of progress

Managers who are low in negative affectivity do

not tend to experience many negative emotions and moods and are less pessimistic and critical of themselves and others

Big Five Personality Traits

Agreeableness tendency to get along well with others

Big Five Personality Traits

Managers high in agreeableness are likable,
affectionate and care about others

Managers with low agreeableness may be distrustful,

unsympathetic, uncooperative and antagonistic

Big Five Personality Traits

Conscientiousness tendency to be careful, scrupulous, and persevering

Big Five Personality Traits

Managers high in this trait are organized and selfdisciplined

Managers low in this trait lack direction and selfdiscipline

Big Five Personality Traits

Openness to Experience tendency to be original, have broad interests, be open to a wide range of stimuli, be daring and take risks

Big Five Personality Traits

Managers who are high in openness to experience may
be especially likely to take risks and be innovative in their planning and decision making

Managers who are low in this trait may be less prone to

take risks and be more conservative in their planning and decision making

Other Personality Traits

Need for power

Self esteem
Need for achievement Need for affiliated

Thank You