Page 75 - DMGT106_MANAGING_HUMAN_ELEMENTS_AT_WORK

Unit 3: HR Planning, Recruitment, Selection, Placement and Induction

Employment Tests Notes

For further assessment of a candidate’s nature and abilities, some tests are used in the
selection procedure. If tests are properly conducted, they can reduce the selection cost by
reducing the large number of applicants to manageable levels. The different types of tests
are:
(i) Aptitude Test: Aptitude or potential ability tests are widely used to measure the talent
and ability of a candidate to learn a new job or skill. Aptitude tests measure ability
and skills. They enable us to find out whether a candidate would be suitable for the
job.
(ii) Interest Test: Interest test finds out the type of work in which the candidate has an
interest. An interest test only indicates the interest of a candidate for a particular job.
It does not reveal his ability to do it.
(iii) Intelligence Test: This test is used to find out the candidate’s intelligence. It reveals the
candidate’s mental alertness, reasoning ability, power of understanding etc. The scores
on intelligence tests are usually expressed as Intelligence Quotient (IQ), which is
calculated as follows:
Mental Age
IQ = × 100
Actual Age

(iv) Performance or Achievement Test: This test is used to measure the candidate’s level of
knowledge and skill in a particular trade or occupation. Achievement test measures
the skill or knowledge which is acquired as a result of previous experience or training
obtained by a candidate.
(v) Personality Test: Personality test is used to measure the characteristics that constitute
personality.
Interviews

Candidates are called for an interview after they have cleared all other tests. The interview
consists of interaction between the interviewer and the applicant. If handled properly, it can
be a powerful technique in achieving accurate information and getting access to material
otherwise unavailable. If the interview is not handled carefully, it can be a source of bias,
restricting or distorting the flow of communication. An interview is thus an attempt to
secure maximum amount of information from the candidate concerning his suitability for
the job under consideration.
Checking References

The reference provided by the applicant has to be checked. This is to find out from the past
records of the candidate. Reference checking requires the same use of skills as required by
the interviewer and some amount of diplomacy. The main difficulty is ascertaining the
accuracy of information given. Besides inaccurate facts, the referees’ inability to assess and
describe the applicant and his limited knowledge about the candidate also pose problem.
In spite of its difficulties, it is necessary to carry out reference checks. In many organizations,
reference checking is taken as a matter of routine and treated casually or omitted entirely.
Physical or Medical Examination
The next step is getting the candidates medically examined if there is a need. Quite often
the candidates are told to get medically examined before reporting for duty. In Government
and other quasi-government organizations getting medically examined is a must before
reporting for duty or at the time of reporting for duty. Medical examination is a part of the
selection process for all suitable candidates in many organizations.

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