REFERENCE AND TESTING

• Reference Check


  The process of confirming the

  accuracy of resuméand job application information.
• Reference


  The expression of an opinion, either

  orally or through a written checklist, regarding an applicant’s ability, previous performance, work habits, character, or potential for future success.
• Letter of Recommendation


  A letter expressing an opinion regarding an applicant’s ability, previous performance, work habits, character, or potential for success.
• Resume Fraud


  The intentional placement of untrue information on a resumé.
• Negligent Hiring 


  A situation in which an employee with a previous criminal record

  commits a crime as part of his/her employment
• Reason for Using Reference and Recommendations


  • Confirming Details on Resumé

  • Checking for Discipline Problems

  • Discovering New Application About the Applicant

  • Predicting Future Performance
• Issues of Using References and Recommendations

  • Leniency

  • Knwoledge of the Applicant

  • Reliability

  • Extraneous Factors
• Job Knowledge Tests

  A test that measures the amount of

  job-related knowledge an applicant possesses. They are typically given in multiple-choice fashion for ease of scoring, but they also can be written in essay format or given orally in a job interview.
• Cognitive Ability


  Abilities involving the knowledge and use of information such as math and grammar.
• Cognitive Ability Test


  Tests designed to measure the level of intelligence, or the amount of knowledge possessed by an applicant.
• Perceptual Ability 


  Measure of facility with such processes as spatial relations and form perception
• Psychomotor Ability


  Measure of facility with such processes as finger dexterity and motor coordination. Psychomotor abilities are useful for such jobs as carpenter, police officer, sewing-machine operator, post office clerk, and truck driver.
• Physical Ability


  Tests that measure an applicant’s

  level of physical ability required for a

  job. Often used for jobs that require

  physical strength and stamina, such

  as police officer, firefighter, and

  lifeguard
• Work Samples 


  The applicant are asked to perform

  actual job-related tasks. Excellent selection tools for several

  reasons.
• Assessment Centers


  A method of selecting employees in which applicants participate in several job-related activities, at least one of which must be a simulation, and are rated by several

  trained evaluators
• In-Basket Technique 


  An assessment center exercise designed to simulate the types of information that daily come across a manager’s or employee’s desk in order to observe the applicant’s responses to such information
• Simulation

  An exercise designed to place an applicant in a situation that is similar to the one that will be encountered on the job.
• Leadership Discussion


  Applicants meet in small groups and are given a job-related problem to solve or a job-related issue to discuss.
• Business Games 


  An exercise, usually found in assessment centers, that is designed to simulate the business and marketing activities that take place in an organization.
• Experience Ratings


  The basis for experience ratings is the idea that past experience will predict future experience. In giving credit for experience, one must consider the amount of experience, the level of performance demonstrated during the previous experience, and how related the experience is to the current job. That is, experience by itself is not enough.
• Bio Data


  Method of selection involving

  application blanks that contain

  questions that research has shown

  will predict job performance
• Development of Bio Data Instrument • File Approach: obtain

  information from personnel files

  on employees’ previous

  employment, education, interests,

  and demographics.

  • Questionnaire Approach: The

  method of obtaining biodata from

  questionnaires rather than from

  employee files.
• Personality Inventory


  psychological assessment

  designed to measure various aspects of an applicant’s personality.
• Tests of Normal Personality


  Measure the traits exhibited by

  normal individuals in everyday life.

  Examples of such traits are

  extraversion, shyness, assertiveness,

  and friendliness.
• Test of Psychopathology


  determine whether individuals have serious psychological problems such as depression, bipolar

  disorder, and schizophrenia.
• Projective Tests


  A subjective test in which a subject is asked to perform relatively unstructured tasks, such as drawing pictures, and in which a psychologist analyzes his or her

  responses. Such as Rorschach Inkblot Test, Thematic Apperception Test, etc.
• Objective Tests


  A type of personality test that is structured to limit the respondent to a few answers that will be scored by

  standardized keys.
• Interest Inventory


  A psychological test designed to identify vocational areas in which an individual might be interested.
• Integrity Test


  Also known as Honesty Tests. A psychological test designed to predict an applicant’s tendency to steal.
• Polygraph 


  An electronic test intended to determine honesty by measuring an individual’s physiological changes

  after being asked questions.
• Voice Stress Analyzer 


  An electronic test to determine honesty by measuring an individual’s voice changes after being asked questions.
• Overt Integrity Test


  A type of honesty test that asks questions about applicants’ attitudes toward theft and their previous theft history.
• Personality-Based Integrity Test 


  A type of honesty test that measures personality traits thought to be related to antisocial behavior and counterproductive behavior (theft, absenteeism and

  violence)
• Conditional Reasoning Test


  Test designed to reduce faking by asking test-takers to select the reason that best explains a statement.
• Graphology


  Also called handwriting analysis, a method of measuring personality by

  looking at the way in which a person writes.To analyze a person’s handwriting, a graphologist looks at the size, slant, width, regularity, and pressure of a writing

  sample. From these writing characteristics, information

  about temperament and mental, social, work, and moral traits is obtained.
• Drug Testing


  Tests that indicate whether an applicant has recently used a

  drug.
• Rejection Letter 


  A letter from an organization to an applicant informing the applicant that he or she will not receive a job offer.