With planning completed and
the recruitment effort under way, you need to develop a
"sense of the professional and personal qualities of each
job applicant." This entails gathering as much information
as possible through application forms, resumes, letters of
recommendations, and objective traits.
Tests
A growing number of organizations are using testing as a supplement in the recruiting process. Be sure any test you employ is job-related, has been validated on a cross-section of the population, and is non-discriminatory. If a test screens out one group more than another, do not use it. Tests fall into three categories.
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Basic
Skills Tests Basic Skills Tests measure mathematics, measurement, and reading or spelling skills. The use of calculators and computers has created problems with simple math. Poor reading and spelling skills are posing major problems when individuals or teams are asked to write up problems on their machines or even with their groups. Some tests describe a basic problem. Examiners or test monitors look for spelling, sentence structure, verb tense, and readability using a common formula. |
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Personality
Tests Personality Tests attempt to assess the people skills of applicants. An insurance institute claims its personality test is very successful in assessing the personality traits of applicants and predicating sales success. Organizations use the Myers-Briggs and the Wilson Analogy tests to identify personality type and the thinking skills of applicants. |
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Honesty
Tests
Honesty Tests designed to assess ethics, honesty, and integrity entered the scene in the 1990s. There is a growing concern in the United States over the apparent lack of ethics and honesty among all type of people, including highly respected professionals. The recruiting process in no exception. The rapid growth in technology has made available a wide range of information that can be duplicated, stolen, sold to the competition, or destroyed.
Benefits
of Previewing Applicants
Previewing information on the applicant should give you a fairly clear notion of your relationship with the applicant by revealing how much each of you wants to take part in the interview, degree of interest, and how much control is likely to be shared. It is your first opportunity to determine how well the applicant matches your organization's unique culture. The preview also reveals areas to probe, perhaps comparing oral and written answers to similar questions.
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Credits:Amiediamzon,
Natahsha
Priya, Nickwheeleroz
