Pre-employment testing can be an effective tool in the selection of qualified ca

Question

Pre-employment testing can be an effective tool in the selection of qualified candidates. Testing can include, but is not limited to the following areas: personality, talent assessment, job task proficiency and productivity, physical ability, drug testing, lie-detector analysis, background checks, cognitive assessment, emotional intelligence, credit checks, computer literacy, basic skills, and English proficiency. Select three types of pre-employment testing and discuss the purpose, effectiveness in the selection process, legal parameters for use of the testing, costs associated with administration of the testing, and recommendation for the use of the testing.

Please include resources

Explanation / Answer

1. Job task proficiency and productivity - this test uses a standardized examination to gauge the employee's capability and domain knowledge with respect to the domain he or she is applying. These tests are sort of attitude tests. For example a person applying for the post of treasury department of a company will be tested for his skills in this area, knowldge of the domain.

The tests are effective as it helps in testing the skill and knowledge of a candidate. The tests are legally acceptable for gaugung the skill of a candidate. There is not much costs associated with these tests as a manager working in a treasury department will know which skills and knowledge a candidate should have. The tests are designed thus. This is not a very costly affair. Using this method is highly recommended.

2. Personality - This test is done to ascertain the personality of a candidate. This is done in order to ascertain whether a candidate is suitable for a job or not.

An aggresive and thick skinned candidate is more suitable for a sales job. This is the personality trait required for this job. This is an effective way to select a candidate. The tests are legally acceptable for gaugung the personality of a candidate. There is not much costs associated with these tests as they are available online or can be bought from experts at a pre-determined price. Using this method is highly recommended.

3. Background checks - This is done to check the credentials of a candidate as mentioned in his resume. This is done to eliminate those candidates who falsify their resume either in terms of work experience or education.

This is an effective method or rather a preventive method. It prevents candidates who are not very capable but have shown a false picture about their capabilities by falsifying their resume, from joining the organization.

Background checks are legally allowed, provided it is done by verifying the credentials from the university/school/college/former work place of the candidate within the legal boundries. It is a relatively costly affair as the work has to be outsourced to another firm. Companies like KPMG or E&Y do background checks and charge a fee for this.

The method is an effective prevention measure as mentioned earler and is recommended.

Sources:

http://www.psychometricinstitute.com.au/pre_employment_testing_practice.html

http://www.forbes.com/fdc/welcome_mjx.shtml

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