measured whether they have good mental
capacity, skill, attitude, and other personal
characteristics required by a specific job
requisite or not. One thing that should be
considered especially for recruiter before
giving Psychological Test is Selection of Its
Test Tool (Kraepelin Test, Pauli Test, IST,
Graphic Test, etc.) which one is appropriate
tool to REVEAL the NEEDS from WHAT
DIMENSIONS are REQUIRED by the company by which relates to things that have
been set earlier where it is usually will LINK
to JOB RELATEDNESS.
C. PSYCHOMETRIC (MBTI & DISC) is a
tool to substitute the use of psychological tests in which carrying out this measurement test can be done WITHOUT the
NEED of using a psychologist and it is
feasible.
D. INTERVIEW is a two-way process of
information exchange through communication that is designed to help the interviewer assess an applicant and an applicant
assessing the company in accordance with
the applicable provisions at each company.
Skills Test; Knowledge Test; Dexterity Test;
Industrial Skills Test; Assesment Centers;
Honesty Test; Mechanical Aptitude
Test; Work Sample Test; Psychological/
Personality Test) shows, various kinds
of tests can be used. NOTICE that most
of them FOCUS ON specific job-related
aptitudes OR skills. Some are paper-andpencil tests (such as a math test), others
are motor-skill tests, and still others use
machines (polygraphs, for instance). Some
employers purchase prepared tests, while
other employers develop their own tests.
Many people feel that formal tests can be
of great benefit in the selection process
when properly used and administered. HR
Practitioners could not carelessly in conducting recruitment without referring to
basic psychologycal principles, including
what to do in deciding for each candidate BUT OTHER THAN THAT it should
be noted when applying the selection test
they must CONSIDER each position that
candidate apply BECAUSE it will lead to
determine certain types of GAUGES which
will be used inlcuding its VALIDITY &
REABILITY of each measurement tool.
E. SIMULATION (In Basket, Group Exercise,
Role Play & Presentation) is basically a
form of group exercises that require performance-oriented physical activity, with the
development of the science today it also
includes work activities that are mentally
and verbally involved.
F. ASSESSMENT CENTER is the mapping
of human resource capacity in the organization to identify the development needs
and up-grade it so that in the future time its
human resource is able to accept and face
new challenges as well as to encourage the
creation of a conducive working environment to achieve productivity performance
with reference to values that have been
implemented by company.
In The United Sates-according to the
EEOC (Equal Employment Opportunity
Commission) Selection Guidelines, ANY
EMPLOY-MENT requirement is a “TEST”.
The focus in that part is on FORMAL TESTS.
As Possible Test Used for Selection (General
Aptitude Test; Clerical Test; Management
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process must be kept in perspective and
the test itself represents only one possible
data source.
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