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Types of Selection Tools

Selection tools are used to assess the suitability of candidates for specific job roles. Below is a simplified overview of various types, techniques, and tools of selection.

1. Intelligence Tests

  • Definition: Intelligence tests measure an individual's mental abilities, including learning capacity, understanding instructions, and making judgments.
  • Components: These tests assess multiple abilities such as memory, vocabulary, verbal fluency, and numerical ability.
  • Examples: Stanford-Binet Test, Wechsler Adult Intelligence Scale.
  • Objective: To identify candidates who are quick learners and can be trained to improve their skills for the organization's benefit.

2. Aptitude Tests

  • Definition: Aptitude tests measure an individual's potential to learn specific skills, such as clerical, mathematical, or mechanical abilities.
  • Purpose: To determine whether a candidate can quickly and efficiently learn the job.
  • Usage: Often combined with other tests like intelligence and personality tests for a comprehensive evaluation.

3. Personality Tests

  • Definition: Personality tests assess fundamental aspects of an applicant's personality, such as motivation, emotional stability, and interpersonal behavior.
  • Types:
    • Projective Tests: Candidates interpret ambiguous images or situations to reveal their underlying motives, attitudes, and emotions. Example: Thematic Apperception Test.
    • Interest Tests: Assess a candidate's interests and compare them with those of successful individuals in similar roles. Example: Strong-Campbell Interest Inventory.
    • Preference Tests: Evaluate how a candidate's preferences align with the job and organizational requirements. Example: Job Diagnostic Survey.

4. Achievement Tests

  • Definition: These tests measure what the applicant can currently do on the job, such as typing speed or shorthand proficiency.
  • Also Known As: Work sampling tests.
  • Types:
    • Motor Tests: Involve physical manipulation of objects.
    • Verbal Tests: Focus on language-oriented or people-oriented problem-solving.

5. Simulation Tests

  • Definition: Simulation exercises replicate job activities and challenges to assess how candidates would perform in real work situations.
  • Usage: Commonly used for hiring managers and in assessment centers.

6. Assessment Centers

  • Definition: An assessment center is an extended work sample where candidates participate in group and individual exercises that simulate job tasks.
  • Exercises: Include in-basket tasks, leaderless group discussions, business games, individual presentations, and structured interviews.
  • Objective: To evaluate a candidate’s potential for management or other roles using multiple assessment techniques.

7. Graphology Tests

  • Definition: Graphology involves analyzing a person's handwriting to infer personality traits and emotional characteristics.
  • Usage: Handwriting samples are examined by a trained graphologist to assist in the selection process.

8. Polygraph Tests

  • Definition: Polygraph tests, also known as lie detector tests, measure physiological responses (e.g., respiration, blood pressure, perspiration) as a candidate answers questions.
  • Objective: To determine whether the candidate is being truthful.
  • Usage: Increasingly used by companies with security or inventory concerns, despite some resistance from applicants.
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