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Presented By Creativity Crew ,MEMBER Think different, perform differently

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SELECTION TESTING
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One of the important decision in the selection process involve applicant testing and the kind of the test to use. A test is standardized ,objective measures of a persons behaviors ,performance and attitude. It is standardized because the way of testing Is carried out ,the environment in which the test is administered and the way the individuals scores are calculated .
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Some of the commonly used employment test may be stated these are below :

1 Intelligence test :

These are mental ability tests. They measures the incumbents learning ability and also the ability to understand the instruction and make the judgment .

2 Aptitude test:

Aptitude test measures individuals potential to learn the certain skill clerical, mechanical, mathematical, etc.
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3)Personality test : Personality test are used to measures basis aspect of the applicants personality such as motivation ,emotional balance ,self confidence interpersonal behavior, introversion ,etc. There three types of the personality test are PTP test :projective , interest, preferences. a)Projective Test : These tests expect the candidates to interpret the situation or the problem or the situation based on their own motives ,attitude values etc.
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 B)

Interest test : These are meant to find how a person in tests compare with the interest of the successful people in the specific job. Test :These test try to compare employee preference with the job and organization requirement .

C)Preference

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4)Achievement Test : These are designed measure what the applicant do on the job currently i.e. whether the tasted actually knows what he or she claims to know . 5)Simulation test : simulation exercise a test which duplicate many of the activities and problems an employee faces while at work . 6)Assessment centre : It uses procedures that incorporate group and individuals exercises. This exercises are designed to simulate the types of the work which the candidates will be expected to do
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a)The in -basket : Herewith the candidates is faced an accumulation of report , memos , letters ,and other materials collected in the inbasket of the simulated job he is supposed to take over . b)The leaderless group discussion (LGD) This exercise involve groups of managerial candidates working together on a job related problem C)Business games : Here participation to solve the problem ,usually as a member of two or more simulated companies that are 7/12/12 competing market place .

e)Individuals presentation : Participation are given limited amount to plan ,organises and prepare a presentation on an assigned topic. f) Structured interview :Evaluators ask a series of the question aimed at the participants level of the achievement, motivational , potential for beings self -starter and commitment to the company.

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Selection interview
In this step , interview tries to obtain and synthesis' information about the abilities of the interviewee and the requirement of the job .some point are like :

Size up the interviewees agreeableness; Ask question that are not covered in tests; Asses subjective aspects of the candidate. Like facial expressions,apperances ,nervousness. Make judgment on interviewees enthusiasms' and intelligence ;

Gives fact candidates regarding the company , 7/12/12 policies , programmes ,etc. its

TYPES OF INTERVIEEW
The The The The

non directive interview directive or structured interview situation interview behavioral interview interview interview

Stress Panel

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Medical Examination
Certain job requires physical qualities like clear vision , acute hearing ,unusually high stamina clear tone of the voice .medically examination can gives the following information .
Applicant Any

medically fit.

types problem with of psychological attitudes .

Whether

the applicants physical measurement are in accordance with 7/12/12 job requirement or not . the

REFERENCE CHECKS In these step candidates are require to give the names of two or three references in their applicant forms .these references may be form individuals who are familiars with the candidates academes achievements or fro the applicant previous employer and sometimes from co-worker . HIRING DECISIONS The line manager concerned has to make the final decisions now whether to select or reject a candidates after soliciting the required information through different techniques 7/12/12