Selection Testing in India

The following exhibit throws light on how the global giants use selection testing as a basis for picking up right candidates to fill the vacancies arising internally.

Selection Practices of global giants:

Siemens India:

It uses extensive psychometric instruments to evaluate short listed candidates. The company uses occupational personality questionnaires to understand the candidate’s personal attributes and occupational testing measures competencies

L G Electronics India:

L G electronics uses 3 psychometric tests to measure a person’s ability as a team player to check personality types and to ascertain a person’s responsiveness and assertiveness.

Arthur Anderson:

While evaluating candidates the company conducts critical behavioral interviewing which evaluates the suitability of the candidate for the position largely based on his past experience and credentials

Pepsico India: the company uses India as a global recruitment resource. To select professionals for global careers with it. The company uses a competency based interviewing technique that looks at the candidate’s abilities in terms of strategizing lateral thinking, problem solving, managing the environment. These apart, Pepsi insists that to succeed in a global posting these individuals possess strong functional knowledge and come from a cosmopolitan background.

Selection Interview:

Interview is the oral examination of candidates for employment. This is the most essential step in the selection process. In this step the interviewer tries to obtain and synthesize information about the abilities of the interviewee and the requirements of the job. Interviews gives the recruiter an opportunity to:

1) size up the interviewee’s agreeableness
2) ask questions that are not covered in tests;
3) obtain as much pertinent information as possible.
4) Assess subjective aspects of the candidate – facial expressions, appearance, nervousness ad so forth:
5) Make judgments on interviewee’s enthusiasm and intelligence
6) Give facts to the candidate regarding the company, its politics programs etc and promote goodwill towards the company.

Types of Interview:

Several types of interviews are commonly used depending the nature and importance of the position to be filled within an organizations.

The non directive interview:

In a non directive interview the recruiter asks questions as they come to mind. There is no specific format to be followed. The questions can take any direction. The Interviewer asks broad open ended questions such as tell me more about what you did on your last job – and allows the applicant to talk freely with a minimum of interruption. Difficulties with a non directive interview includes keeping it job related and obtaining comparable data on various applicants.

The directive or structured interviews:

In the directive interview the recruiter uses a predetermined set of questions that are clearly job related. Since every applicant is asked the same basic questions, comparison among applicants can be made more easily . Structured questions improve the reliability of the interview process, eliminate biases and errors ad may even enhance the ability of a company to withstand legal challenge. On the negative side, the whole process some what mechanical, restricts the freedom of interviewers and may even convey disinterest to applicants who are used to more flexible interviews. Also, designing a structured interviews may take a good amount of time and energy.

The situational Interview: One variation of the structured interview is known as the situational interview. In this approach, the applicant is confronted with a hypothetical incident and asked how he or she would respond to it, the applicant’s response is then evaluated relative to pre-established benchmark standards.

The behavioral interview: The behavioral interview focuses on actual work incidents (as against hypothetical situations in the situational interviews) in this applicant’s past. The applicant is supposed to reveal what he or she did in a given situation, for examples, how he disciplined an employee who was smoking inside the factory premises.

Source: HRM VSP

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