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ASSESSING CANDIDATE FORSELECTION

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Aptitude test

Aptitude literally means a natural talent.

Can be achieved by understanding andpracticing the concepts of aptitude.

The candidates with good aptitude skills areconsidered better than others because theyare fast at their mind and good at problem

solving skills. Thus aptitude has become the most important

soft skill these days.

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Importance of Aptitude test

Aptitude test is the first round of recruitment

process for any company in any sector like

Banking, Software, Insurance, Pharmaceutics etc.

All the graduates with 60% or above are eligible

for the recruitment process and everyone is

tested on the same grounds of aptitude.

This gives us the clear idea that the companiesare giving aptitude more importance than the

academic percentages.

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SKILLS

Skills" means a number of things, including:

*people's capabilities and abilities

* people's knowledge and understanding

* people's motivation, willingness and ability to use their capabilities and knowledge

Skills can be thought of in a number of ways:

* foundation skills - things we need to know, understand and be able to do in order to do

most other things

* generic skills - skills that we can apply in a range of contexts, and often enable us to

make use of other skills

* technical skills - skills that are often specialised and required for particular activities

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Assessing Approaches

Application blank

Psychological tests

Intelligence (cognitive ability) tests Personality tests

Ability tests

Aptitude tests Attainment tests

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Application Blank

It is well design form to ensure maximum availability of the

required information by the company.

This is a columnar form which make it easier for the organization to

compare the applicants for the post available

It is advantageous because :

1. It can test the candidates the ability to spell, right, legibly and

answer factual questions rapidly and accurately.

2. It forms as a basis for the actual employment interview.

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Following is generally the information which is a part of application blank :

1. Age and sex

2. Marital status

3. No. of dependants

4. Height and weight

5. Educational details

6. languages Reading, writing and speaking

7. Details of previous job

8. average earning

9. Reason for quitting from previous job

10. Hobbies and salary expected etc.

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Psychological test

These are measuring instruments: psychometric tests

The purpose is to provide an objective means ofmeasuring individual characteristics

These are more objective and more valid than theinterviews

A good test is:

Valid (accurate)

Reliable Standardized on a representative sample of the relevant

population

Sensitive: can differentiate applicants

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Intelligence tests

Measures general intelligence: the capacity of

abstract thinking and reasoning

Test scores can be related to norms

(population)

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Personality tests

Many different tests

Five-factors model

Extroversion/introversion

Emotional stability

Agreeableness (cooperativity)

Conscientiousness

Openness to experience Myers Briggs Type Indicator (in the USA)

Self-reporting tests

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Reliability and Validity of Selection Criteria

Reliability refers to how stable or repeatable a

measurement is over a variety of testing conditions OR

Reliability means that the test should yield consistent

results each time and individual takes it

Validity refers to what a test measure is and how well

it has measured it. OR Validity of a test is the degree to

which it measures what it is intended to measure.

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Stages of Short listing

The stages of short listing:

Stage 1 Application ofall the Essential Criteria

Stage 2 Application of the Desirable Criteria (in steps in orderofimportance)

Stage 3 Enhancement of the Essential Criteria which has been

applied at Stage 1 (in steps in order of importance)

Stage 4 Enhancement of the Desirable Criteria in same order asagreed in Stage 2

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Shortlisting Matrix Post: Senior Clerical Officer

CRITERIA(Against which candidates were shortlisted for interview)

Please insert shortlisting criteria

E1 E2 D1 D2 EE1 ED14 GCSEs

+ 1 yearsexperienceor3 yearsexperience

OCR/RSA II

WordProcessing

Minimum of 6

monthsexperience ofschools FMS

OCR/RSA III

WordProcessing

Enhanced

Essentialexperience to 2years + 5 years

Enhanced

Desirable to 1yearsexperienceschools FMS

Stage 2 Desirable inturn i.e. 1, 2 etcStage 1 All

Essential Step 1 Step 2

Stage 3 EnhancedEssential

Stage 4EnhancedDesirable

Comments: Enterspecific reason

for notshortlistingapplicants

Gaps inEducation/Employment

to be explored atinterview..

Applicant 1 YES/NO*

Applicant 2 X X Did not meet E1 &E2

YES/NO*

Applicant 3 YES/NO*

Applicant 4 2005-2006 YES/NO*

Applicant 5 YES/NO*

Applicant 6 YES/NO*

Applicant 7 YES/NO*

Applicant 8 YES/NO*

Applicant 9 Did not meet EE1 YES/NO*

Total = 9Applicants

Total after Stage 1 =8 Applicants

Note: Manageable Number in Range 5-7

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