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So many tests!
Tests may be used as another method of interview, depending on the job in question, this may take the form of writing or typing tests.
Is it not best to make use of aptitude and personality test when interviewing a potential candidate for the job?
The Assessment Cntre type tests are typically done as a second round interview in S.A.
personality tests in the employment selection process identifies people who have more than just the knowledge and skills necessary to be successful in their jobs.
which one is the best?
There are various types of selection tests and various ways and at the same, can get different benefit which might be used as part of the selection process. But the HR manager should choose the best ways for both organization or company and their environment. Then the test can show and indicate whether the person has ability to suitability for the available job. There are some tests as a selection tool: tests of physical ability, mental ability tests, analogous tests, and personality tests.
There are various types of selection tests and various ways in which they might be used as part of the selection process.
Tests can be very useful in the selection process as they actually replicate certain parts of the job, whereas a selection interview can only indicate whether the person has that ability.
However, it would be very unusual to use a test as the sole means of selecting and, particularly with personality tests, it should not be the major evidence on which the decision to appoint or not is made.
Tests of physical ability: Used for the selection of manual workers. For example, a test of the ability to perform lifting operations might be used.
Mental ability tests: Tests of literacy, numeracy and intelligence.
Analogous tests: tests which simulate some of the actual tasks in the job, for example a typing or word-processing test for secretaries. Group problem-solving exercises and presentations may be suitable for managerial jobs.
Personality tests: The use of these in selection comes from the assumption that certain jobs require certain personalities and that tests can identify them.
The most common form of personality test is questionnaires designed to rate respondents on various personality dimensions. The individual is rated for being persuasive, socially confident, competitive, decisive, introspective, artistic, conceptual, traditional, independent, extravert, stable, optimistic, and so on.
Most reputable personality tests need to be administered and scored by trained and licensed users. Organisations selling personality tests usually recommend that they are not the only method used for selection.
Assessment centre: This is a process, rather than a place, that uses a number of selection techniques in combination.
A typical assessment centre would assemble 12 applicants after screening and subject them to tests such as intelligence tests, presentations, group work and interviews.