TYPES OF TESTS

 A test is a systematic procedure

for comparing the behavior of
two or more persons”.
 A test as “a sample of an aspect
of an individual’s behavior,
performance and attitude”.
 Selection Process

 Selection is the process of choosing the most suitable candidates out of many
applicants.
 Selection is the process of choosing qualified individuals who are available to
fill the positions in organization.
 The Process of making a “Hire” or “No Hire” decision regarding each
applicant for a job.
 The selection process is quite lengthy and complex as it involves a series of
steps before making the final selection. The procedure of selection may vary
from industry to industry, company to company and even from department to
department
 Every organization designs its selection process, keeping in mind the urgency
of hiring people and the prerequisites for the job vacancy.
 Types of Tests

1. Intelligence Test
2. Personality Test
3. Aptitude Test
4. Synthetic Test ( complex situations)
5. Interest Test
6. Achievement Test
Intelligence Test

 These tests in general measure intelligence
quotient of a employee. In detail these tests
measure capacity for comprehension,
reasoning, word fluency, verbal
comprehension, numbers, memory and
space.
 In intelligent test the employees intelligent
level is determine.
 The basic idea behind intelligence test is that
if the organization is able to get people with
higher intelligence, its training and learning
process will be easier because intelligent
employees learn faster than dull employees.
 For the general selection purposes, an
intelligence test that can be administered to a
group of candidates is the best, especially if
it has been properly validated, and it is
possible to relate test scores to ‘norms’ in
such a way as to indicate how the individual
taking the test compares with the rest of the
population, in general or in a specific area.
 Personality Test

 Personality tests attempt to assess the personality of candidates in order to
make predictions about their likely behaviour in a role.
 Personality test is essentially a projective test because it projects the
personality of the individual who may be employed by the organization.
 Personality is an all-embracing term that refers to the behaviour of
individuals and the way it is organized and coordinated when they interact
with the environment.
 The personality is classified into five factor model and defines the key
personality characteristics:
 extraversion/introversion – gregarious, outgoing, assertive, talkative and
active (extraversion); or reserved, inward-looking, diffident, quiet, restrained
(introversion);
 emotional stability – resilient, independent, confident, relaxed; or
apprehensive, dependent, under-confident, tense;
 agreeableness – courteous, cooperative, likeable, tolerant; or rude,
uncooperative, hostile, intolerant;
 conscientiousness – hard-working, persevering, careful, reliable; or
lazy, dilettante, careless, expedient;
 openness to experience – curious, imaginative, willingness to learn,
broad-minded; or blinkered, unimaginative, complacent, narrow-
minded.
Aptitude Test

 Aptitude tests are job-specific tests that are designed to
predict the potential an individual has to perform tasks
within a job.
 The aptitude test measures the latent or potential
characteristics to do something provided proper
environment and training are provided to the individuals.
 Aptitude test is used for measuring human performance
characteristics related to the possible development of
proficiency on specific jobs.
 In the Aptitude test whether the employee is interested in
the job or not can be determined.
 The Aptitude test is more valid when the employee have no
experience or very little experience along the lines of the
jobs.
 Aptitudes can be divided into general and mental ability or
intelligence and specific aptitude such as mechanical,
clerical, manipulative capacity etc.
Synthetic Test

 This test evaluates a candidate in a similar real life
situation. In this test the candidates is asked either to
cope with the situation or solve critical situations of the
job.
 Group Discussion: This test administered through group
discussion approach to solve a problem under which
candidates are observed in the areas of initiating,
leading, proposing valuable ideas, conciliating skills,
oral communicating skills, coordinating and concluding
skills.
 In Basket: In this test, is supplied with actual letters,
telephone and telegraphic message, reports and
requirements by various officers of the organization,
adequate information about the job and organization.
The candidates is asked to take decisions on various
items based on the in basket information regarding
requirements in the memoranda.
 Interest Test

 These tests are inventories of the likes and
dislikes of candidates in relation to work, job,
occupations, hobbies and recreational activities.
 Interest test is designed to discover a person's
area of interest, and to identify the kind of jobs
that will satisfy him.
 Interest test generally measures interest in
outdoor activities, mechanical, computational,
scientific, enterprising, realistic, persuasive,
artistic, literary, musical, clerical, social services,
etc.
 The assumption of this test is that there is a high
correlation between the interest of a candidate in
a job and job success
 Achievement Test
 Achievement
Test is also called
performance test or trade test. Achievement
is concerned with what one has
accomplished.
 When employee claim that they have done
certain things and know these, the
achievement test may be conducted to
measure how well the employee know
these. A employees knowledge may be
measured by performance at a practical test.
 These tests are more useful to measure the
value of specific achievement when an
organization wishes to employ experienced
employees.
 These tests are classified into: (a) Job
Knowledge test; (b) Work sample test.
 For example, a typing test may measure the
typing performance of a typist in terms of
speed, accuracy and efficiency.
 Importance of Selection
Test

 Selection tests are standardized and unbiased methods of soliciting information about
the prospective employees.
 Selection tests can be used to weed out the large number of candidates who may not be
considered for employment in the organization. They all meet the basic requirements of
the jobs, but all cannot be called for interview because it is a very time-consuming
process. Selection tests will provide the cut-off point above which candidates can be
called for interview. Thus, the tests will save lot of time and money.
 The tests are able to uncover the qualities and potentials of prospective employees,
which cannot be known by other methods including personal interview.
 Tests are more reliable source for predicting the overall suitability of candidates for the
employment.
 Intelligence tests are particularly helpful in situations where intelligence is a key factor,
but there is no other reliable method of measuring it.
 Aptitude and attainment tests are most useful for jobs where specific and measurable
skills are required, such as typing or computer programming.
 Limitation of Selection
Test

Selection tests may provide useful information but they suffer from some
limitations also. Two such limitations are quite important which suggest that use
of tests should be supplemented by other means of soliciting information about
the employees:
 Selection test cannot make a 100% prediction of an individual’s on the job success. At
best, they just reveal about those who have scored above cut-off points and those who
have scored below cut-off points. Hence it is desirable to use test as only as
supplementary method of selection.
 If the number of candidate is small the use of test is not economical. In such a case it
is desirable to select persons on the basis of interview only.
Thank You

Presentation by: Devesh Pradeep Sawant

Roll No. 30
T.Y.BBA.LLB (Hons)