Types of Selection Tests

 There is no shortage of selection  tests in HRM. None of the method is superior to others. The selection of particular types of test(s) depends upon several factors. HR managers should be careful to minimize the weaknesses of such selection tests. 

The various tests used in selection can be as below: 

1. Achievement tests:  Achievement tests are designed to measures a person's level of skills, accomplishments or knowledge in a specific area. In other words, an achievement test is a test of developed skill or knowledge. They are also called "proficiency tests" . These tests measure the skill or knowledge which is acquired as a result of  a training program and on the job experience. Again, these tests measure what the applicant can do. They are of two types: (a) test for measuring job knowledge, and (b) work sample tests. 

2. Aptitude or potential ability tests: Aptitude tests verify a candidate's ability to acquire fresh knowledge and their general reasoning ability. Initially these tests were designed to measure a candidate's mental processes like working memory, attention span, logical reasoning, and comprehension. Usually, there is no previous knowledge required for passing these tests. In other words, they measure the talent (ability) of  candidate to learn a new job or skill. Through these tests one can detect peculiarity (or defects) in a person's sensory or intellectual capacity. These tests focus attention on particular types of talents such as learning, reasoning and mechanical or musical aptitude. These tests are of three types: (a) mental tests, (b) mechanical aptitude tests, and (c) psychomotor or skill tests. 

3. Personality tests: They discover clues (hints) to an individual's value system, his emotional reactions, maturity and his characteristic mood. These tests help in assessing a person's motivation, his ability to adjust himself to the stresses of everyday life. It also  helps to identify the capacity for inter-personal and for projecting an impressive image of candidates. These tests are given to predict potential performance and success for supervisory or managerial jobs. The personality tests are basically of three types: (a) objective tests, (b) managerial tests, and (c) situation tests. 

4. Interest tests:  An interest test is a testing designed for the purpose of measuring and evaluating the level of an individual's interest. They also examine the preferences for a variety of activities. An interest assessment can help HR manages to identify careers that meet employee interests. In other words, Interest tests are designed to discover a person's areas of interest and to identify the kind of work that will satisfy him. The interest tests are used for vocational guidance, and  are assessed in the form of answers to a well-prepared questionnaire .

5. Psychomotor (skills) tests: These tests measure a person's ability to do a specific job. They are conducted to determine motor (mental dexterity) ability and similar features involving muscular movement, control and coordination. It is used to select the workers who have to perform semi-skilled and repetitive jobs (like assembly work, packing, testing and inspection, etc.). In other words, psychomotor tests are used to determine the precision (clarity), coordination, control and reaction time for candidate in the hiring process. They not only assess the candidates mechanical performance but also their ability to understand and following instructions. 

6. Graphology tests:  It is conducted to analyze the handwriting of an applicant. An individual's handwriting can suggest the degree of energy, spontaneity, balance and control among others. In other words, graphology tests are also known as handwriting analysis or handwriting tests. Graphology is a method of identifying, evaluating, and understanding a person's personality through the patterns revealed (shown) by the candidates handwriting. For example: 

a. Big letters and emphasis on CAPITAL letters may indicate a tendency towards domination and competitiveness. 

b. A slant to the right, moderate pressure and good eligibility show leadership potential. 

7.  Polygraph tests:  Polygraph tests are also known as lie detector tests. It is a device or procedure that measures and records several physical (or bodily) indicators. Examples are blood pressure, pulse rate, respiration rate and skin conductivity, etc. They are designed to ensure accuracy of the information given in the application. A polygraph is a lie detector machine that measures a person's heart rate, skin response and breathing rate. It is used because if a person answers incorrectly (i.e. if he speaks lie) , the body's physiological symptoms changes like increased respiration, blood pressure, etc. 

Reliability and Validity in Selection Tests

Why Validity and Reliability?

Job applicants who pass the written examination and other processes are called for selection tests. Generally, tests are used to identify the applicant's ability, aptitude and personality. In order for selection test to be useful, HR managers should be sure that scores on the tests are related in a predictable way to performance on the job. Tests should predict future job performance. Precision and exactness in selection tests are highly important. How to evaluate the selection tests?  Two of the primary criteria in any tests are: 

a. Whether tests are measuring what we desire to measure?

b. Whether the same test methods/process offers the same results?

(Note: These two concepts are concerned with validity and reliability).

What is Validity (Accuracy)?

Selection test scores are considered to be valid when they measure what they are supposed to measure. Validity is a test which helps to predict whether a candidate will be successful in a given job. A valid test can be helpful in differentiating between probable employees:

• Who will be able to perform the jobs well, and 
• Who will  not be able to perform the job well.

Conclusion:  A validated test increase possibility of success rate. No test will be 100 percent accurate in predicting job success. 

What is Reliability (Consistency)?

When a test offers consistent responses when used multiple times it is called reliability. It refers to standardization of the procedure of administering and scoring the test results. A person who takes a test one day and gets a certain score should be able to take the same the next day (or next work) and get more or less the same score. A test device is reliable (or consistent) when it will  regularly produce about the same results when  applied to the same samples or to different samples of the same size drawn from the same population. 

How to measure reliability of a selection test?

It can be done in three ways: 

• Test over time: If there is consistency in results when the test is administered first on today and then again on next day. 
• Test across different samples:   If there is consistency of results when two or more samples of tests are used. 
• Test across different raters:  If there is consistency in result when tested/ rated by two or more independent raters.