Accounting technicians scheme west africa
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- A.7.3 Selection Interview
| Intelligence Tests: This is used to measure the ability of a person to reason logically, to remember or learn. 3. Achievement Tests: These are used to evaluate the proficiency of a person in the performance of a specific job. They are usually applied to experienced people who claim they know how to do something. For example, a typist could be given an achievement test in typing as a means of evaluating her performance. 4. Personality Tests: This measures the applicant’s social interaction skills and general behaviour e.g. temperament, introvert extrovert etc. 5. Psychological Test: This helps selectors to determine applicants abilities or characteristics. Selectors use this method to gain understanding of individuals so that they can predict the extent to which they will be successful in a job. 198 A.7.3 Selection Interview Selection interview refers to the formal conversation between an employer and prospective employee to enable the employer assess the latter’s suitability fora job. Selection interviews are used to verify and clarify information provided by the applicant on the application letter/form and obtain further information on the applicant’s abilities physical makeup attainment intelligence interests which will help to make a valid prediction about the applicant’s suitability for the job. However, there are problems with selection interviews. Some interviewers are biased and prejudiced, expecting to hear what they want to hear or expect to hear and might display emotional reaction to certain statements made by the applicant. The outcomes of interviews depend a lot on the qualities of the interviewer. An interviewer must have a good knowledge of the position being interviewed for and good communication skills. If the interviewers do not possess these qualities there is likely to be a flaw in the final selection made. Download 3.37 Mb. Share with your friends:
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