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TestingandSelectingEmployeesWhenyoufinishstudyingthischapter,youshouldbeableto:Whyisselectionimportant?ValidityReliability(Consistency)SampletestWhatarethosedifferenttypesoftestsforevaluation?Employersuseteststomeasureawiderangeofcandidateattributes,includingcognitive(mental)abilities,motorandphysicalabilities,personalityandinterests,andachievement1.TestsofCognitive认知的ormentalAbilitiesIntelligencetests,suchasIQtests,aretestsofgeneralintellectualabilitiesincludingmemory,vocabulary,verbalfluency,andnumericabilityAptitude才能testsCase:CarlyFiorinaandotherfinalistsareputthroughatwo-hour900questionspersonalitytestfromHPBeforeHewlettPackard(HP)hiredCarlyFiorinaasCEO,theybroughtinagroupofpsychologiststodetermineifshewastherightpersonforHP.Why?PersonalitytestsExtroversion外向性：合群，对人友好，健谈，坚定自信，爱交际isavalidpredictorofperformanceformanagersandsalesemployeesConscientiousness责任心：有组织，自律，坚持不懈，有计划showsaconsistentrelationshipwithalljobperformancecriteriaforalltheoccupations.Opennesstoexperienceandextroversion对于经验的开放性：有创造性，有想象力，好奇的，智慧的predictedtrainingproficiencyforalloccupationsEmotionalstability,情绪稳定性：平静，安全，高兴，不忧虑Extroversion,andagreeableness宜人性：合作，热心，关心人，好脾气，谦恭，值得信赖werefoundtobenegativelyrelatedtowhetherexpatriates移居外国者ofmultinationalcompanieswanttoleavetheirassignmentsearlyUsingTestsasSupplementsDonotusetestsasyouronlyselectiontechnique.Instead,usethemtosupplementothertechniquessuchasinterviewsandbackgroundchecksEmployerswillusethemalongsideinterviews,applicationforms,references,academicresultsandotherselectionmethods,sotestresultswon'tusuallybetheonlyinformationlookedat.Notestisperfect.SelectionInterviewTypesofInterviewsStructuredinterviewsSituationalinterviews-questionsfocusonthecandidate’sabilitytoprojectwhathisorherbehaviorwouldbeinagivensituationBehavioralinterviewApplicantsaskedhowtheybehavedinthepastinsomesituationHowtoAvoidCommonInterviewingMistakesHowtoAvoidCommonInterviewingMistakesCommonInterviewingMistakesCommonInterviewingMistakes
