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Types of Tests: Front Office Sales Suppervisor

The document discusses 7 types of tests commonly used for HR selection: 1. Biographical data uses questions about education, work experience, and interests to predict job success. 2. Cognitive ability tests assess mental abilities like reasoning to solve job problems. 3. Interviews assess skills like communication but require standardized questions to reduce bias. 4. Job knowledge tests evaluate technical expertise required for specific roles. 5. Personality tests measure traits like conscientiousness and agreeableness important for roles requiring social skills. 6. Physical ability tests assess attributes like strength and balance for physically demanding jobs. 7. Work samples and simulations require performing actual job tasks to assess skills and competence.

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0% found this document useful (0 votes)
101 views6 pages

Types of Tests: Front Office Sales Suppervisor

The document discusses 7 types of tests commonly used for HR selection: 1. Biographical data uses questions about education, work experience, and interests to predict job success. 2. Cognitive ability tests assess mental abilities like reasoning to solve job problems. 3. Interviews assess skills like communication but require standardized questions to reduce bias. 4. Job knowledge tests evaluate technical expertise required for specific roles. 5. Personality tests measure traits like conscientiousness and agreeableness important for roles requiring social skills. 6. Physical ability tests assess attributes like strength and balance for physically demanding jobs. 7. Work samples and simulations require performing actual job tasks to assess skills and competence.

Uploaded by

mymarketingplan
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as DOCX, PDF, TXT or read online on Scribd
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TYPES OF TESTS

SUPPERVISOR
1. Biographical Data

for HR Selection for FRONT OFFICE SALES

The content of biographical data instruments varies widely, and may include such areas as leadership, teamwork skills, specific job knowledge and specific skills (e.g., knowledge of certain software, specific mechanical tool use), interpersonal skills, extraversion, creativity, etc. Biographical data typically uses questions about education, training, work experience, and interests to predict success on the job. Some biographical data instruments also ask about an individuals attitudes, personal assessments of skills, and personality. Advantages

Disadvantages

Can be administered via paper and pencil or computerized methods easily to large numbers. Can be cost effective to administer. Have been demonstrated to produce valid inferences for a number of organizational outcomes (e.g., turnover, performance). Are typically less likely to differ in results by gender and race than other types of tests. Does not require skilled administrators. Can reduce business costs by identifying individuals for hiring, promotion or training who possess the needed skills and abilities.

May lead to individuals responding in a way to create a positive decision outcome rather than how they really are (i.e., they may try to positively manage their impression or even fake their response). Do not always provide sufficient information for developmental feedback (i.e., individuals cannot change their past). Can be time-consuming to develop if not purchased off-theshelf.

2. Cognitive Ability Tests Cognitive ability tests typically use questions or problems to measure ability to learn quickly, logic, reasoning, reading comprehension and other enduring mental abilities that are fundamental to success in many different jobs. Cognitive ability tests assess a persons aptitude or potential to solve job-related problems by providing information

about their mental abilities such as verbal or mathematical reasoning and perceptual abilities like speed in recognizing letters of the alphabet. Advantages

Disadvantages

Have been demonstrated to produce valid inferences for a number of organizational outcomes (e.g., performance, success in training). Have been demonstrated to predict job performance particularly for more complex jobs. Can be administered via paper and pencil or computerized methods easily to large numbers. Can be cost effective to administer. Does not typically require skilled administrators. Can reduce business costs by identifying individuals for hiring, promotion or training who possess the needed skills and abilities. Will not be influenced by test taker attempts to impression manage or fake responses.

Are typically more likely to differ in results by gender and race than other types of tests. Can be time-consuming to develop if not purchased offthe-shelf.

3. Interviews Interviews vary greatly in their content, but are often used to assess such things as interpersonal skills, communication skills, and teamwork skills, and can be used to assess job knowledge. Well-designed interviews typically use a standard set of questions to evaluate knowledge, skills, abilities, and other qualities required for the job. The interview is the most commonly used type of test. Employers generally conduct interviews either face-to-face or by phone. (For more information on this topic, see the article entitled, Effective Employee Interviews).
Advantages

Disadvantages

Are expected and accepted by many job applicants. Provide an opportunity for a

May be affected by different kinds of rating errors and biases by interviewers.

two-way exchange of information. Provide a measure of skills such as oral communication skills not measured via paper and pencil or computerized tools. Have been demonstrated to produce valid inferences for a number of organizational outcomes, if properly developed and administered (see article on Effective Interviews). Can reduce business costs by identifying individuals for hiring, promotion or training who possess the needed skills and abilities. Are typically less likely to differ in results by gender and race than other types of tests.

Are often more time-consuming to administer than paper and pencil or computerized tools. May be practically less useful when a large number of individuals must be evaluated because of administration time. Can be costly to train interviewers. May be difficult to keep interviewers calibrated and the interview process standardized. May lead to individuals responding in a way to create a positive decision outcome rather than how they really are (i.e., they may try to positively manage their impression or even fake their response).

4. Job Knowledge Tests Job knowledge tests typically use multiple choice questions or essay type items to evaluate technical or professional expertise and knowledge required for specific jobs or professions. Examples of job knowledge tests include tests of basic accounting principles, A+/Net+ programming, and blueprint reading.
Advantages

Disadvantages

Have been demonstrated to produce valid inferences for a number of organizational outcomes, such as job performance. Can reduce business costs by identifying individuals for hiring, promotion or training who possess the needed skills and abilities. Are typically less likely to differ in results by gender and race than other types of tests. May be viewed positively by test takers who see the close relationship between the test and

May require frequent updates to ensure test is current with the job. May be inappropriate for jobs where knowledge may be obtained via a short training period. Can be costly and timeconsuming to develop, unless purchased off-the-shelf.

the job. Will not be influenced by test taker attempts to impression manage or fake responses. Can provide useful feedback to test takers regarding needed training and development.

5. Personality Tests Some commonly measured personality traits in work settings are extraversion, conscientiousness, openness to new experiences, optimism, agreeableness, service orientation, stress tolerance, emotional stability, and initiative or proactivity. Personality tests typically measure traits related to behavior at work, interpersonal interactions, and satisfaction with different aspects of work. Personality tests are often used to assess whether individuals have the potential to be successful in jobs where performance requires a great deal of interpersonal interaction or work in team settings. Advantages

Disadvantages

Have been demonstrated to produce valid inferences for a number of organizational outcomes. Can reduce business costs by identifying individuals for hiring, promotion or training who possess the needed skills and abilities. Are typically less likely to differ in results by gender and race than other types of tests. Can be administered via paper and pencil or computerized methods easily to large numbers. Can be cost effective to administer. Does not require skilled administrators.

May contain questions that do not appear job related or seem intrusive if not well developed. May lead to individuals responding in a way to create a positive decision outcome rather than how they really are (i.e., they may try to positively manage their impression or even fake their response). May be problematic for use in employee selection if the test is one used to diagnose medical conditions (i.e., mental disorders) rather than simply to assess work-related personality traits.

6. Physical Ability Tests Physical ability tests typically use tasks or exercises that require physical ability to perform. These tests typically measure physical attributes and capabilities, such as strength, balance, and speed.

Advantages

Disadvantages

Have been demonstrated to produce valid inferences regarding performance of physically demanding tasks. Can identify applicants who are physically unable to perform essential job functions. Can reduce business costs by identifying individuals for hiring, promotion or training who possess the needed skills and abilities, by minimizing the risk of physical injury to employees and others on the job, and by decreasing disability/medical, insurance, and workers compensation costs. Will not be influenced by test taker attempts to impression manage or fake responses.

Are typically more likely to differ in results by gender than other types of tests. May be problematic for use in employee selection if the test is one used to diagnose medical conditions (i.e., a physical disability) rather than simply to assess ability to perform a particular job-related task. Can be expensive to purchase equipment and administer. May be time consuming to administer. May be inappropriate or difficult to administer in typical employment offices.

7. Work Samples and Simulations These tests typically focus on measuring specific job skills or job knowledge, but can also assess more general skills such as organizational skill, analytic skills, and interpersonal skills. Work samples and simulations typically require performance of tasks that are the same or similar to those performed on the job to assess their level of skill or competence. For example, work samples might involve installing a telephone line, creating a document in Word, or tuning an engine. (For more information on this topic, see the article entitled, Work Samples and Simulations).
Advantages

Disadvantages

Have been demonstrated to produce valid inferences regarding ability to perform the job. Can reduce business costs by identifying individuals for hiring, promotion or training who possess the needed skills and abilities. Are less likely to differ in results by gender and race than other

Does not assess aptitude to perform more complex tasks that may be encountered on the job. May not assess the ability to learn new tasks quickly. Often not conducive to group administration. May require some level of job knowledge and therefore may be inappropriate for jobs where

types of tests (depends on particular skills being assessed). May be more accepted by test takers due to the obvious link between the test and the job. Less likely to be influenced by test taker attempts to impression manage or fake responses. Can be used to provide specific developmental feedback. Can provide test takers with a realistic preview of the job and the organization.

knowledge may be obtained via a short training period. May be difficult to keep updated. May be expensive to administer. May be time consuming to develop and to administer.

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