Employment Tests

(Intro IVR : 15 sec)

Hello, friends! Now let's talk about the Employment Tests.

After our screening process is over, we have the stage left over before the interview which is called employment tests.

These tests are of different types and basically this is the result of our screening which is useful to fine-tune it further.

Now we know what the employment test is and in what way it is taken and a little bit more insight about it we do gain.

So the definition for employment tests that are for scientists has been given and almost all of them are similar.

Milton M. Blum says a test is a sample of an individual's behavior, performance or attitude.

Lee J. Cronbach defines it as a test is a systematic procedure for comparing the behavior of two or more persons.

So if we see in the entirety, basically the test is to assess an individual and its behavior, performance and attitude can be helped to compare with other people.

So that we can take the right decision and choose the right candidate.

What is the role of employment tests?

Firstly, elimination of incompetent and unsuitable candidates becomes easily possible. Whoever candidate related to our profile is not suitable, we can easily rule out them.

Psychological, mental and analytical capabilities of a person are identified in any employment tests.

There are different question banks for these and selecting questions from inside it makes a question paper and above that based on what competencies are required on the job.

Based on that the candidate's are assessed accordingly.

From now on there are employment tests that can also help you to understand the nature of a person and their career development.

So generally there are psychometric tests which are very handy at this time.

Analytical, rational and objective comparison between candidates can be facilitated.

If you have to fairly evaluate too many candidates then through employment tests you can set the same benchmark and test all these candidates on top of that.

Accuracy and perfection in the selection procedure can be achieved.

Because it is a scientific method.

There is no bias in it.

There is no technological intervention.

We are declaring a final result by analyzing whichever candidate is answering to give.

So that is why employment tests are very very important and one must rely upon them for their recruitment processes.

Let us now talk about a classification and types of employment tests.

Our employment tests are conducted, they are classified into three categories based on methods, based on objectives and based on aptitudes.

Accordingly, we would have some employment tests.

Individual test, Group test, based on methods.

Interest Test, Intelligence Test, Personality Test, Trade Test, Achievement Test, Simulation Test and Assessment Test, these are all based on objectives.

And lastly based on aptitude we have Vocational and Logical tests.

Now one by one we will understand them in detail.

So on the basis of methods which are individual tests, they are used to measure attitude, interest and capacity to work of a person.

The group tests, in them a large number of candidates are tested together under the group test. Generally it is useful for the assessment of leadership.

On the basis of objectives first comes the interest tests.

Interest tests generally help us so that we can identify what is the area of work of any candidate in which he is interested.

Then comes the Intelligence Test.

Intelligence Test basically Mental Ability, Judgment Capacity and Ability and Learning Skills can be measured through these tests and generally we can understand Imagination and Visualization Capacity to a great extent.

Personality Tests such as emotions, expressions, confidence and courage are evaluated through it.

There are Trade tests, they show to what extent any candidate can understand a specific job and do it well or not.

Then comes the Achievement test, it is the skills, abilities and knowledge which prescribes a candidate during this selection process and they are practically checked in the achievement test.

Simulation test is that a candidate's behavior in any particular situation or circumstances is used to check it.

What happens in that artificial environment is created either through a software or through a case study simulation is created and inside it is seen how the candidate is behaving and in what way is exhibiting her competencies.

Then comes the Assessment test.

What generally happens in the assessment test is that those selected candidates need to see a lot of job responsibilities in the future and all this test is conducted so that the potential of the candidate can be assessed for an authoritative position.

So suppose today you are hiring that candidate for a follower role but in future this follower is eligible to become leader or not?

So if we want to assess from regular staff to one senior leadership position, then these assessment tests are useful in that.

Then comes the basis of Aptitude, our vocational test, we know from them how much adaptability of the candidate is based on the job allocated to them.

And how receptive it is for that particular job for vocational aptitude test shows. Then our logical aptitude test happens.

They come to know the candidate by applying his mind and idea in which way to use his logical capacity and innovation.

And for what questions and for which scenarios how he approaches, that too we can easily see in logical aptitude tests.

Now let's talk about the benefits of employment tests and what are the benefits of employment tests.

Firstly they are objective and standardized and whatever type of biasness is eliminated.

This test also helps in identifying the hidden talents of an individual which are otherwise we overlook them or ignore them in general scenarios.

The cost of selection and placement to a large extent is reduced due to these tests because a large number of applicants can be evaluated in less time.

Psychological test, is they measure the aptitude of candidates and predict their success. So we start knowing a lot of things about them in advance.

These tests provide a healthy basis to compare candidate's backgrounds and they compel the interviewers to think in what way these candidates are to be evaluated.

Then generally what happens is that there are many results of tests, are given to those interviewers during the interviews and on their basis the interviewers plan their interview.

So what happens is that we are able to reassess in certain different scenarios in which the candidate has performed in the test.

Now there are some critics of the employment test.

Let us get to know them too.

The first is that a test measures only a particular portion to make accurate selection. And this criticism can be justified if we just use the employment test as a selection method. Generally these tests are rarely used by many organizations as a single selection method. Employment tests are mixed with different selection techniques and then used as per that.

The objective is to maximize the accuracy in selection by choosing a proper combination of employment tests, interviewing and other methods.

When we have too many tools and techniques in our basket then the employment tests are accurate to a great extent.

But if we are just using employment tests, then maybe we are limiting our view which is too much.

Now let's talk about another criticism.

Sometimes tests are not able to give accurate predictions about the chances of success of an applicant. Why?

Because maybe the candidate was nervous while writing the test.

But it is valid only if the result of the whole group is invalid but it is not very substantial about the data validity of the research.

It is true that which is a test, it is not hundred percent perfect.

But like other methods such as application blank, interviews, reference checks also have a limited value.

Then somewhere it is that the success rate only improvises him a little.

Now the last criticism is that no test can guarantee that the complex combination of characteristics is how they will fit for every position in that candidate.

But it is very important to understand that the tests are a device for quite a complex function to measure the faculties.

So if we discount it on this basis that no test is hundred percent perfect.

Yes it is not hundred percent perfect because whatever the way the candidate is attempting, by looking at their thought processes and their mental condition, the accuracy of the result also changes.

But if we see overall, then these tests can provide quite accurate data for our various needs. And so on, which the topic of employment tests is concluded over here.

Let us talk about the type of interviews.

First of all, Traditional one on one Interview.

So it is a common type of interview where a representative of a company is interviewing you who is most likely the manager of the company you are applying for

And because you will directly connect with the person as a part of your job that's why generally this person does your first round of interview.

In this particular interview, basic questions can be asked like How is your interview? What can you offer to the company and to this new position?

There may be times when the interviewer asks you some basic type of question like "Why would you be good for this job?" or "Tell me about yourself which you have not mentioned in your resume".

So these are basic type of questions and there are traditional and conventional type interviews and one on one interviews.

As you know, there can be multiple rounds.

Suppose the first manager has done, then the general manager then maybe president of that vertical do that.

Depending upon what position you are applying for on the basis of that traditional one on one interviews are scheduled.

Next comes the panel interview.

In a panel interview generally three to four people are included in a particular panel and they are representatives from different verticals like human resources, operations and so forth.

Generally panel interviews are done so that the people involved in decision making assess the candidate at once so that the candidate time is also saved and also the organization.

And each member of the panel is responsible for asking you questions which are relevant to their position.

You might get a 360 degree overview in the same interview about what type of thought process different types of people have and what are the expectations from you.

This is a simple panel interview and its main advantage is that you can make a decision in one shot.

The next comes the behavioral interview.

In behavioral interviews, common situations are given for that particular position in which you are applying for.

And its logic is that your future performance can be assessed right in the beginning.

Simple questions can be asked to you if there is a XYZ situation, then in what way will you deal with it or what will be your reaction or what type of decision will you make so on and so forth.

The primary agenda is to assess how you would solve a particular problem and what your thought processes are in that scenario is assessed.

Next comes Group interviews.

What happens in group interviews is that multiple candidates are assessed together and this is the pre screening activity whenever mass recruitment is done.

And generally group interviews begin with a one short presentation where the representative of an organization shares an overall picture of what the organization is and what roles are being offered within it and what are the expectations from the candidates who were there?

A very important thing that the employer observes during the group interview is how you interact with other candidates.

Are you emerging as a leader or are you emerging like a follower and it is not necessary that some things are better or worse.

It is more about your personality that is easily captured in this particular segment. Now it happens that you are telling yourself that I can handle the leadership position. But do you have TREDS in you? What I asked to do is completed within that stipulated time. So are you able to do it?

So group interview has the advantage that the employer is able to easily assess the people in a given situation.

Then comes the telephonic interviews and it is a last type of interview where whenever the candidate is not locally present.

Then generally this type of interview can be done.

And if required this can also be done on video call and interviews can be done through pre screening point of view and typical questions are asked like behavioral type of questions.

And most of the time notification comes in advance that whether you are available for the call this time or not.

And if you have an unexpected call, if you are not available then you can politely ask for reschedule it.

And whenever you have a call for a telephonic interview or you are on call, ensure that your call waiting is off and you are sitting in a quiet room to appear for an interview.

Make sure you are not eating or drinking while you are on the phone or not chewing the chew gum because that the whole intonation you have, the way you speak, it changes and the interviewer also feels very disrespectful.

Same goes for video calls based interviews also.

The only difference is that your video is also available in it so you have to look presentable as well.

Created like a one on one interview where your future manager or few prospective employees is interacting with you.

So this was about types of interviews and I hope it will help you to plan your interviews and according to what your needs are you can choose an interview type accordingly.

And if you have any question or any topic you want to discuss, then click on the discussion tab and can discuss in the discussion forum.

Thank you!

(Outro : 15 sec)