Question

1. Different types of selection tests are used by companies in their selection process. Discuss these commonly used tests and evaluate these tests using the validity, utility (cost vs. benefit), and legal defensibility criteria. Which tests do you find more useful?
2. Discuss the concepts of negligent hiring and negligent retention. How can companies avoid these problems?
3. How accurate are pre-employment tests? Why do companies use them in their hiring process?

Answer 1

1. Their many different types of selection tests that used by companies in their selection process such as aptitude test, intelligence test, personality test, interest test, honesty and situational test, achievement test, skill test, etc.

2. In aptitude tests used to improve the hiring and promoting process quality, it is valid till the job functioning, the cost is negligence in the test and helps to hire a better employee, it legally allowed to hire on the basis of aptitude of individuals.

Same as another test in intelligence test some experts are required to hire for testing where cost maybe include but benefits are in favor of organization and for validity, it can relate with scientific theories. Some processes where cost included as a personality test, skill test and these tests are related to validity (scientific theories) and legal to hire employees on that basis. Honestly and situation test, interest test, achievement test are not included any cost, related to scientific theories and valid in the legal process and rules.

3. I found the aptitude test is the best to test because it helps to test everything about the employee.

4. Negligent hiring is a claim made by the injured party where the employer knew about the employee's background and indicates on trustworthiness character of employers.

In negligent retention is a type of employment claim in which worker claims that employees failed to terminate an employee who should have released from the company.

5. To prevent these problems conduct background checks, drug testing, valid qualification tests, contact previous employees, etc.

6. The pre-employment test is more accurate than resume tests and interviews, and the employer remains aware that no single test for selection.

7. High productivity, high employee retention and reduction in cost, more accurate, less time consuming, increase the defensibility of the hiring process.

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