1. Employment Testing – Page 99

2. Employment Testing The practice of administering written, oral, or other tests as a means of determining the suitability or desirability of a job applicant. The premise is that if scores on a test correlate with job performance, then its economically useful for the employer to select employees based on scores from that test.

3. Why Screen? Selection procedure to screen applicants for hire; Knowledge and work skills Credit checks Medical/physical ability Personality Emotional intelligence Language proficiency Background checks

4. Benefits of screen testing? Help identify candidates most likely to perform well on the job. Save time and cost in the selection process. Able to focus on how a potential candidate may handle a specific situation?

5. Psychological profile assessment General intellectual level and problem solving style Emotional maturity and personal Insight to interpersonal style Management style Decision making and organisational skills Leadership competencies Ambition and aspirations

6. What are the key issues with screen testing? Validity – does the test measure the specific criterion it is supposed to measure (is it relevant to the requirements of the job)? Reliability – Consistency of testing Equal opportunity – can be periodically challenged in court. Employers must make sure tests do not violate federal, state or local EEO laws.

7. What types of testing? Performance assessment General intelligence Personality Psychological Situational judgment

8. Review Question Complete review questions 2.5 question 5 (15 minute time frame)

9. Interview Process http://www.youtube.com/watch?v=tN1NHtI pwUghttp://www.youtube.com/watch?v=tN1NHtI pwUg

10. Interview Process – In pairs give an overview of each (10 min) Personal interviewpage 104 External interviewpage 105 Teleconferencepage 105 Eye-cam (Skype)page 106 Interview questionspage 107 Structure of interviewpage 109 Group/Panel interviewspage 112 Closing interviewpage 112 EEO guidelinespage 113

11. Complete Activity 26 Develop your interview questionnaire for next weeks assessment based on a computer salesperson. Have your questionnaire peer reviewed (not by your designated partner for assessment) and trial prior to implementation as your questionnaire will be assessed. Complete by 11.30am otherwise will be left for home study.

12. Readings & Activities Individual reading pages 115 – 117 and complete Activity 28. CHANGE: Design an ‘evaluation form for the position of a computer salesperson’. Template on page 117 can be utilised, however, customised for relevant position..

13. ROLE PLAY OUTLINE FOR NEXT WEEK Pedro, Eurika, Kunal8.30am Alex, Ehsan, Erin9.00am Prue, Sunny, Sera9.30am Ken, Manu, Rosie10.00am Snehal, Wajih, Quynh10.30am Louisa, Dean and Lien Vu11.00am 1 student interviewer, 1 student interviewee, remaining student to submit overall report findings. This will include completed evaluation report AND a 1 page summary of interview preparation, process and outcomes..

14. Report will include Critique of interviewers questionnaire and the interview process; State the tools and the interviewers strengths and weaknesses. Describe the process of the interview from introduction to conclusion. Critique of interviewees application form and performance; State the application and interviewees strengths and weaknesses. Describe the overall process and outcome of the interview from the employees perspective

15. Activity 29 – Role Play Assessment (each student to provide next week) Activity 11 page 66 – Job description Activity 16 page 81 – Job advertisement Activity 20 page 97 – Job application form (this must be completed by your designated partner and emailed prior to performing the role play next week for preparation) Activity 26 page 113 – Interview questionnaire Activity 28 page 120 – Interview evaluation form