Screening Potential Employees

This test is used eliminates candidates potential to use mental processes to solve work-related problems. Validity test is a general cognitive test that is good predictors if the candidate is able to perform the job; however, more complex jobs the better test results the tester will have. This test has demonstrated to produce many valid outcomes such as performance and successful training as well as predict job performance for complex jobs. One of the disadvantages to this type of test is that it is time consuming to develop if not purchased off of the

Each selection assessment is viewed differently in regards to usefulness and validity of predicting a candidate’s ability to perform a job.

Businesses have to be very careful with the tests that they administer. Pre-employment screenings have gained a lot of scrutiny in the public over whether the test is considered unfair and biased. Tests are subject to two distinct forms of bias. There is a measurement bias. This happens when individuals from different subpopulations receive lower scores then what was predicted. The second form is the relational bias. This occurs if there is a measure differs across groups. According to Drasgow (1987), there is little evidence found regarding relational bias. Administering tests that show high face validity can help a business during these situations. Also, the point of the assessment is to predict job performance after the applicant is hired.

Selecting tests can measure knowledge, skills and ability, as well as other characteristics, such as personality traits and they are useful to evaluate the right employee for a specific role, by identifying the candidate personality. For example, if a company or department needs to hire a new manager, a psychological/aptitude test may help to understand better if the candidate has the features required for that specific job position (strong leadership skills, such as high self-confidence, calmness, flexibility, etc).

Ability tests are another tool to use when hiring people. They measure strengths that candidates possess through the use of evaluating

1. Competence of psychologist. Employment screening tools should only be carefully selected by a psychologist with understanding and experience in test content, manual, administration, and scoring of the assessment. Psychologist should also inform possible employees of the specifics of the test and confirm the individual fully understands the assessment and their rights.

Hiring and training employees is costly and many employers use screening methods to filter out unsuitable candidates that do not meet the assessment criteria. In valid selection systems, there is a match between required job abilities and assessed abilities (Kitaeff, 2011). Cognitive ability tests are widely used in the application screening process and measure how well an individual understands and solves complex problems, applies reasoning to difficult situations, and thinks abstractly. Many organizations use the Wonderlic Personnel Test to assist in recruiting candidates that fit the behavioral, learning and problem solving job criteria. According to Kitaeff (2011),“the Wonderlic test provides a

Finding the best people to work in organizations has peaked over time due to many companies downsizing (Frankenfield, & Kleiner, 2000). For this reason, most organizations are no longer exclusively relying on interviews in the screening process of new employees. The purpose of pre-employment testing is to aid in predicting future behavior (Bloomquist, & Kleiner, 2000). The use of employment testing has increased over time in order to find and hire the best employee.

The goal of selection programs are to capitalize on individual differences in order to select the applicants who possess the greatest amount of particular characteristics that have been assess to be the most important for job success (Cascio & Aquinis, 2011). This goal can be met by utilizing a classical approach to personnel selection. The classical approach to personnel selection starts with the job analysis. From the job analysis sensitive, relevant and reliable criteria are selected on a basis of importance to describe the job specifications that represent knowledge, skills, abilities and other characteristics (KSAOs) that potential applicants are desired to have for the job (Cascio & Aquinis, 2011).

I will be on spring break next week and decided to get my TB test at my county Health department while I was back home, so I don't have to make two trips to Columbia. I was planning on going to University Hospital sometime during the week next week to look at apartments, get my parking pass and ID, as well as the paperwork. Do I have to have my most recent TB test done before the pre-employment screening?

Companies have started to use personality tests in the past five years so that they can find a potential employee’s strengths and weaknesses. If questions and answers are quite accurate and test is done properly it can help an employer to find more about person’s advantages and disadvantages. It is very important to know because one of the most important points is that most of personality tests help to recognize unqualified candidates. “Although experts warn that many personality assessments don't deliver what they promise, legitimate scientifically validated tests are helping employers evaluate job candidates to select those best suited for particular positions. Other tests are designed to measure intelligence, honesty, management aptitude and other qualities.”

The criteria that employers in the U.S has all along been using in employment has been a very efficient one in terms of determining which applicants or employees are fit or have met the necessary credentials for a particular profession. The selection that employers have been using includes cognitive tests- what experience does the applicant has, personality tests, medical tests, appraisal checks, and any scandalous background. On the other hand, employers were seen to abuse the national law for example promotions or hiring were based on the following qualifications race, religion, color, nationality, or even gender.

Selecting the right employee to fill a position is one of the most challenging decision making processes a company has to make. The ultimate goal of employee selection is to hire the candidate who is most compatible not only with the organization but for the position that they are trying to fill. In order for the candidate to be successful in a particular position, their talents and personal goals must be taken into consideration and objectives need to be utilized in order to retain qualified individuals. The most common forms of selection methods are resumes and applications but testing, interviews, reference checks, honesty tests, medical exam and drug

In Xe’s attraction of a quality workforce capable of supporting the proposed change of employee accountability and self-restraint in given security contract work situations. Human resource selection will be instrumental in laying the ground work for the mustering, effective, and efficient selection from of a viable pool of the right individuals. These candidates must show enough maturity and capability of displaying the needed restraint and acceptance of personal accountability for their individual actions which are not in line with the ideals, policy, procedures, and objectives of the company and customer. The stringent use of personality testing in conjunction with situational testing and interviews will be greatly supportive in this effort (Pell 2001).

There are many forms and methods of tests that are being used during selection process. Biodata test is a type of exam that is used in selection process which uses background experience and behaviors to predict applicant’s performance on certain jobs. The biodata test I took was designed to predict performance on a position in sales and customer services. The test predicts dependability, positive customer service attitudes, retention, management potential, and performance of an applicant. Based on score an applicant receive, the test gives recommendation to hiring management whether an applicant is good fit for the position or not.