10 Session 10: Kinds of tests and interviews for selection process

Learning Objectives

After completing this session, you will be able to:

  •  name and discuss the steps in the selection process.
  • explain the various types of interviews .
  1. Different kind of tests:

Cognitive Ability Test: These tests are most popular and common assessment tool, they measure an individual’s logic, reasoning, reading comprehension, and mathematical abilities. Characteristics of selection tests are:

  • These tests have the ability to predict job performance for more complex positions.
  • They are not easily manipulated by the test taker, and
  • They are cost effective for a large number of candidates can take such tests
  • This test is use to check the candidate’s mental ability and judgment skills

Psychometric Tests like Big Five, MBTI, 16 profiling test measure various aspects of one’s personality to assess suitability of the candidate. Such tests check the basic aspect of applicants like his, emotional balance, self-confidence, interpersonal behaviour etc. These tests evaluate the ability to work in a group, interpersonal skills, ability to understand and handle conflicts and judge motivation levels.

Assessment Centre is used to describe a testing process that analyses social, communication, and analytical skills. The tests consist of simulations and exercises to evaluate how an individual would perform in real-world situations. Assessment centres also use multiple trained raters to measure results. Assessment centres check the managerial and supervisory ability in a candidate through a series of tests and exercises.

Integrity tests: with increasing loopholes in corporate governance, integrity tests are becoming very popular. Integrity tests ask questions about an individual’s past experiences relating to ethics and integrity, and/or provide scenarios in which they must choose the best ethical decision. The challenge with integrity tests is these questions may be too direct or intrusive to some test takers, and individuals can easily manipulate the results by choosing socially desirable answers

  1. Interviews

Employers conduct different types of job interviews, such as behavioural interviews, competency-based interviews, situational interview, stress interview etc. each having its own purpose.

: is typically used when an employer wants to assess and compare one with candidates in an impartial way. Essentially, the interviewer asks all the candidates the same questions. If the position requires specific skills and experience, the employer will draft interview questions focusing exactly on the abilities the company is seeking.

Unstructured Interview: is a job interview in which questions may be changed based on the interviewee’s responses. While the interviewer may have a few set questions prepared in advance, the direction of the interview is rather casual, and questions flow is based on the direction of the conversation. Unstructured interviews are often seen as less intimidating than formal interviews. However, because each interviewee is asked different questions, this method is not always reliable.

Behavioural Event Interview (BEI): behavioural based interviews are used  to determine how one has handled various job situations in the past. The idea is that past behaviour predicts how one will act in the new job. This interview is anchored in past and usually STAR technique is used to handle BEI.

  • Situation- What was the critical situation in the past?
  • Task- What was your task/role?
  • Action- What was the action taken by you to solve the issue?
  • Result- What was the result of your action?

 Competency based Interview (CBI): Interviews that require you to give examples of specific skills are called competency-based interviews, or job specific interviews. The interviewer will ask questions that will help them determine if you have the knowledge and skills required for the specific job. This interview checks the skill match between the candidate and the job being offered. The candidate is expected to showcase the competencies and skills needed to perform the job.

Case Interview/Situation based interview: case based interviews are used  to determine how one will act as a manager in future problems and actions that he/she will take. The candidate is expected to step into the shoes of manager and provide solutions. Such interviews test critical thinking, problem solving and leadership skills. This interview is anchored in future.

Stress Interview: are used  to determine how much pressure and stress one can handle when on job. Stress interview is common for roles which involve direct customer interaction and strategic role. Such interviews check composure, emotional stability and decision making ability of an individual.

Key Takeaways

  • The selection process refers to the steps involved in choosing someone who has the right qualifications to fill a current or future job opening.

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Human Resource Management by Icfai Business School is licensed under a Creative Commons Attribution-NonCommercial-ShareAlike 4.0 International License, except where otherwise noted.

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