Majority of the testing techniques for selection do not accurately assess the characterstics of the job In fact most of the executives would divulge that the testing had no impact on future job performance.Do you accept or not? Discuss with justification.
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Those of you who have kept up with my writings over the years know that I firmly believe that simulations are the future of pre-employment assessment. Over the years I have dedicated a good deal of thought and practice to understanding how technology can be used to begin creating the next generation of simulation tools.
The purpose of this article is not to provide a detailed outline of the virtues of simulations (please refer to some of my earlier writings for this type of information). Beyond this, the crux of the issue is that simulations offer some really nice advantages over simple employment tests. These advantages include:
•
A high degree of candidate engagement
. Simulations are more fun and engaging then simply filling in radio buttons.
•
A high degree of accuracy
. Since simulations are miniature replicas of the job for which a person is applying, scores on simulations are likely to be strongly correlated with actual job performance.
•
A realistic job preview
. Simulations provide candidates with the opportunity to try out the job in question and allow applicants who do not feel the work is for them to remove themselves from consideration saving time and money.
•
An employment branding tool
. Fun and engaging hiring practices can really help reinforce an employment brand. Considering the trend in gaming and computer simulated environments, this may offer a competitive advantage when it comes to the coming generations of job seekers.
•
Reduced bias
. Simulations offer a way to help reduce bias and subjectivity in the hiring process due to their realism.
In order to better understand the future of job simulations for selecting employees, let’s take a quick look at the past and present state of affairs.
The purpose of this article is not to provide a detailed outline of the virtues of simulations (please refer to some of my earlier writings for this type of information). Beyond this, the crux of the issue is that simulations offer some really nice advantages over simple employment tests. These advantages include:
•
A high degree of candidate engagement
. Simulations are more fun and engaging then simply filling in radio buttons.
•
A high degree of accuracy
. Since simulations are miniature replicas of the job for which a person is applying, scores on simulations are likely to be strongly correlated with actual job performance.
•
A realistic job preview
. Simulations provide candidates with the opportunity to try out the job in question and allow applicants who do not feel the work is for them to remove themselves from consideration saving time and money.
•
An employment branding tool
. Fun and engaging hiring practices can really help reinforce an employment brand. Considering the trend in gaming and computer simulated environments, this may offer a competitive advantage when it comes to the coming generations of job seekers.
•
Reduced bias
. Simulations offer a way to help reduce bias and subjectivity in the hiring process due to their realism.
In order to better understand the future of job simulations for selecting employees, let’s take a quick look at the past and present state of affairs.
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It is true that majority of the testing techniques for selection do not accurately asses the job characteristics
This is because The managerial committee together with interviewing panel normally have it in mind on who will be selected prior to the testing techniques.
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