Testing and Profiling Recruitment Candidates
A number of companies use ability tests of different sorts as an interim step between application-form scoring and the first interview. Aptitude tests are the most commonly used selection method apart from the universal practice of interviewing. These tests are seen to be a low-cost means of rating candidates, as large numbers can be asked to complete the tests in a single sitting.
Tests can be undertaken on a university campus, in regional offices of the organisation or perhaps in facilities hired for the purpose, and a member of the organisation’s staff or an outside consultant can conduct them. Note however, that such a consultant is seen by students to be a representative of the organisation (rightly so), and therefore choice of the consultancy and the individual is important. Ability tests provide a fairly cost-effective screening mechanism, and the results can be analysed (depending on the test) more or less immediately. Of course, the students are quite likely to ask for feedback on these tests, and a mechanism needs to be put into place to facilitate this.
The most common ability tests are verbal and numerical reasoning. They are not tests of spelling or arithmetic, but are designed to test how the candidates reason with information which is presented in written form, or in tables and graphs. Such abilities are necessary for all graduate employees. It may also be appropriate to test candidates' spatial or diagrammatic reasoning. Information is readily available from the test producers, but note that a course certification from the material provider is usually necessary before an individual is allowed to use the tests. To ensure consistency of results (allowing comparisons between different test sessions) it is important that this professional convention is followed. As long as it can be shown that there is a relationship between job performance and test score, ability tests are a reliable and cost-effective means of assessing the suitability of candidates and can easily be undertaken in large numbers.
Assessment Centres
One of the most important testing methods, particularly to test proclivities such as teamwork and group dynamics, is the use of Assessment Centres. These are sometimes used when there are numerous positions available as they can reduce both the cost and time needed for volume recruitment as well as provide a simulated 'hands-on' work-type environment. More about Assessment Centres can be read here
.
|
