Aptitude tests measure whether an individuals has the capacity or latent ability to learn a given job if given adequate training. It enables to find out whether the candidate is suitable for the job. A slant to the right, moderate pressure and good legibility show leadership potential. Assessment centres are usually used after the initial stages of the selection process because of the large amount of time and expense in conducting them, and usually follow the initial job interview. Aptitude test:-Aptitude tests are test which assess the potential and ability of a candidate. Aptitude test indicates the ability or fitness of an individual to engage successfully in any number of specialized activities. Case Study: Human Resource Management at BMW, Internal and External Factors Influencing Recruitment. In the selection process, the managers actually try to match the knowledge, skills & abilities of the applicants with the requirements of the jobs. When applicant claims to know something, an achievement test is taken to measure how well they know it. Different selection test are adopted by different organization depending upon their requirements. Written Tests- Various written tests conducted during selection procedure are aptitude test, intelligence test, reasoning test, personality test, etc. This site uses Akismet to reduce spam. Different types of tests may be administered, depending on the job and the company. They should not be biased. Questions have to prepare and test for such trades as the asbestos worker, punch-press operators, electricians, and machinists. Evolution - Evolution - Types of selection: Natural selection can be studied by analyzing its effects on changing gene frequencies, but it can also be explored by examining its effects on the observable characteristicsâor phenotypesâof individuals in a population. It is conducted to judge maturity, social or interpersonal skills, behavior under stress and strain, etc. This test is becoming very popular now days. Job knowledge tests measure a candidateâs technical or theoretical expertise in a particular field. (ix) Selection Test- A Selection Test is a standardized objective measure of a personâs behaviour performance or attitude. Selection interview is the next process to conduct of tests. Different types of test can be explained with the help of following diagram. Nonetheless, there are two general types of personality test which are sometimes used in selection decisions. Job knowledge tests. Aptitude tests are test which assess the potential and ability of a candidate. Screening call 4. This test requires interpretation of problems or situations. There are many verbal and non-verbal intelligence tests constructed by psychologists for different kinds of jobs. Selection tests are only part of the selection process and you will still be asked to complete an application form, send in a copy of your resume and attend at least one interview. It is used to judge and measure the specialized knowledge and problem solving ability. The selection process is not a stand-alone process and is related to many other processes in the organization. It enables to find out whether the candidate is suitable for the job. Store with High-Quality Preparation Resources for Microsoft MS-900 Exam: Training Courses, Video Tutorials, Practice Tests, etc. (ii) Aptitude test It is a psychological test used to measure the potential of an individual to learn new skills. This test is called âvocational selectionâ. Popular tests include: skills testing, behavioral and personality assessment, aptitude testing, achievement assessment, polygraph tests, drug and alcohol tests, intelligence tests, and handwriting analysis. Resume screening 3. It is considered to be excellent selection device. Selection is one part of the personnel function. Psychometric testing is now used by over 80 per cent of the Fortune 500 companies in the USA and by over 75 per cent of the Times Top 100 companies in the UK. Cognitive Ability Tests - measures a person's ⦠There are, of course, many unstandardised achievement tests given in industries, such as typing or dictation tests for an applicant for a stenographic position. An aptitude test measures how well someone might be able to do something, while an achievement test measures what the candidate already knows. This test measures the numerical skills and reasoning abilities of the candidates. What are the most common types of pre-employment tests? There are two types of criteria often mentioned in HRM literature. With the development of technology, medical tests have become diversified. Job knowledge tests measure a candidateâs technical or theoretical expertise in a particular field. Specific aptitude tests have been designed to measure special abilities to perform a job. Generally, tests are used to determine the applicantâs ability, aptitude and personality. These tests range from one or two short form pencil and paper tests to elaborate combination of projective tests. The different types of aptitude test are, Mental ability/mental intelligence test :-. Cognitive ability assessments are a form of pre-employment testing used to evaluate how well candidates use ⦠Report on Non Banking Financial Institution and Lease Process And Company Share Analysis, Internship Report on Security Watching All the Time (S.W.A.T.) Such tests also enable the company to provide vocational guidance to the selected candidates and even to the existing employees. He has to take into consideration the various criteria to determine an employeeâs ability, talents, skills, and qualifications. Psychomotor or skills tests: They are those, which measure a personâs ability to do a specific job. The terms testing and selection need to be put into perspective. Application 2. Such tests are conducted in respect of semi- skilled and repetitive jobs such as packing, testing and ⦠Types of Employee Selection Tests â Aptitude Tests, Achievement Tests, Situational Tests, Interest Tests and Personality Tests Types of Selection Tests Types of selection tests are broadly classified into five types as under: 1. For example, a photograph or a picture can be shown to the candidates and they are asked to give their views, and opinions about the picture. This test judges the ability to work in a group, inter personal skills, ability to understand and handle conflicts and judge motivation levels. Employee Selection Methods and Process: Process: They have to go through a lot of pressure in selecting the best eligible candidate for a particular position. Required fields are marked *. iii. Job Interview. It is used to test performance of typist, data entry operators etc. The types of employment tests used for selecting employees: Intelligence Test, Interest Test, Performance Test, Personality Test, Projective Test, Aptitude Test, General Knowledge Test, and; Perception Test. It is used for technical and maintenance staff. Different types of selection tests may be administered depending on the company jobs are described below: These tests are particularly useful for students considering many careers or employees deciding upon career changes. Here are eight steps in the selection process for hiring employees and how to best go through each â if youâre interested in specific employee selection process steps, click on the table of contents below: Contents: 1. Trade tests are the most common type of achievement test given. Types Of Employee Selection Tests / Accounting-Management Types Of Employee Selection Tests Selection test is a systematic process that includes different aspects of tests. There are various types of tests that could be used in the process of selection. Achievement, 2. Employee selection tests measure an individual's personality, aptitude, and/or abilities. At times perception tests can be conducted to find out beliefs, attitudes, and mental sharpness.etc. Resume screening 3. They cover such areas clerical aptitude, numerical aptitude, mechanical aptitude, motor co-ordination, finger dexterity and manual dexterity. These personality measures have been used most often in the selection of candidates for managerial positions. where personality plays an important role. measure the level of intelligence of an individual and his ability to take decisions. Pre-employment screening tests have been around since 1919. Intelligence Test. The job may be managerial technical or clerical. Reliability: It is a testâs first major requirement and refers to its consistency. Medical servicing helps measure and monitor a candidateâs physical resilience upon exposure to hazardous chemicals. 1. Your email address will not be published. Browse the video Selection Process of Business studies Class 12 ... Generally aptitude tests are of two types Cognitive test and motor test. Types of Employment Tests Employment tests may look at who job candidates are, what they can do, or whether they can safely perform the physical tasks of the job. ⦠Type 1. Tests used in selection can be classified into five categories, namely: 1. There is no single selection process that can be considered as the standard one for all the organizations. He has to take into consideration the various criteria to determine an employeeâs ability, talents, skills, and qualifications. Which of the following is one of those types? For example, a short listing process may involve psychometric test of assessing a candidateâs personality. Also called as âACHEIVEMENT TESTSâ. Types of Employee Selection Tests. It is designed to analyze the handwriting of individual. SELECTION PROCESS⦠CONTD:Background Investigations, Physical Exam, Selecting Managers ; SOCIALIZATION:Compensation and Benefits, Team Membership, Stages in socialization Process, Training and Development Trends These tests are specialized test which have been scientifically tested and hence they are also known as scientific test. Assessment test 5. The psychological tests administered in the selection process may be classified in different ways. It reveals physical fitness of a candidate. Typically selection process consists of the following steps but it is not necessary that all organization go through all these steps as per the requirement of the organization some steps can be skipped while performing the selection process. These are self-report personality tests and projective techniques. These tests are specialized test which have been scientifically tested and hence they are also known as scientific test. There are many different types of tests and selection procedures, including cognitive tests, personality tests, medical examinations, credit checks, and criminal background checks. There is no doubt that todayâs job market is becoming more and more competitive. This is expensive and psychometric analysis of responses demands special skills. Employers often use tests and other selection procedures to screen applicants for hire and employees for promotion. Medical exams help the employers know if any of the potential candidates are physically ⦠According to Dale Yoder, âSelection is the process in which candidates for employment are divided into two classes those who are to be offered employment and those who are not. Mental ability, presence of mind (alertness), numerical ability, memory and such other aspects can be measured. Selection, which involves the choosing of an applicant for a job, implies acceptance or rejection of that applicant. All of these things will tell the employer something about you and help them to choose the most appropriate candidate for the vacancy position. This test is used to measure the over all intelligence and intellectual ability of the candidate to deal with problems. These tests are used to objectively assess the potential candidate. The test consists of logical reasoning ability, data interpretation, comprehension skills and basic language skills. They are useful in selection of mechanics, maintenance workers, etc. This test judges and evaluates the acquired knowledge and experience of the knowledge and experience of the individual and his speed and accuracy in performing a job. Interview is formal, in-depth conversation conducted to evaluate the applicantâs acceptability. In this test the emotional ability or the emotional quotient is tested. Different types of test can be explained with the help of following diagram. Booking.com shares their employee selection process and methods for different roles.. Best employee selection methods for choosing top talent 1. Personality tests typically measure one or more of five personality dimensions: extroversion, emotional stability, agreeableness, conscientiousness, and openness to ⦠Assessment test 5. Completion of the Application Form. Initial Screening. It is face-to-face exchange of view, ideas and opinion between the candidates and interviewers. The intelligence is probably the most widely administered standardized test in industry. The reason why psychometric tests are used for recruitment and selection purposes is that the results have been statistically correlated with high job performance. Polygraph is a lie detector, which is designed to ensure accuracy of the information given in the applications. ADVANTAGES OF SELECTION TESTS ⢠Predict Future Performance : A well designed test can predict future performance of an individual. Personality tests are similar to interest tests in that they, also, involve a serious problem of obtaining an honest answer. Cognitive ability is the number one predictor of job performance across all employment levels and industries. Examples of such tests are Mechanical Aptitude Test, Clerical Aptitude Test, Artistic Aptitude Test, Musical Aptitude Test, Management Aptitude Test, Differential Aptitude Test, etc. In-person interviewing 6. Assess cognitive ability. These types of tests aim to replicate actual job tasks or situations to assess if the candidate has the skills, experience or qualifications to carry out the work. Often an individual who possesses the intelligence, aptitude and experience for certain has failed because of inability to get along with and motivate other people. Personality Tests: A selection procedure measure the personality characteristics of applicants that are related to future job performance. Aptitude, Selection Tests â 5 Important Categories of Selection Test. An aptitude test or achievement test can be given. There has been renewed interest in written tests, since those that have been validated can aid significantly in the acquisition of efficient and effective workers. Questions have been prepared and tested for such trades as asbestos worker, punch-press operators, electricians and machinists. These tests plays a major role in Recruitment and Selection Process Some of the Commonly used Selection Tests are-Intelligence Test- This test is conducted to know the Mental Ability of the Candidate. this test is very much essential on case of selection of sales force, public relation staff, etc. Behavioural traits, presence of mind and psychological bearing capacity can be tested through interview. Employment Tests. The difference is that certifications and licenses are required by law or by industry standards, and are not part of the hiring process for individual employers. In-person interviewing 6. such tests indicate which occupations are more in line with a personâs interest. It is taken to judge numerical, skills, reasoning, memory and such other abilities. Application 2. There are many different types of tests and selection procedures, including cognitive tests, personality tests, medical examinations, credit checks, and criminal background checks. 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