Question

It is required that all public safety candidates have a psychological evaluation. These evaluations are typically in the form of personality evaluations. Please explain what the assessment tools are, why they are used for pre and post employment and what are agencies looking to rule out in a candidate.

Answer 1

1)Assesment tools for Employees

Myers Briggs

One of the greatest tool for evaluating employee is Myer Briggs. This tool helps to discover employee's ability and thinking capacity. This test place an employee into 16 personality types.

The test is based on 4 opposite kind of scales such as Extraversion vs Introversion, Intution vs Sensing, thinking vs feeling and Judging vs Perceiving.

By discovering this factors an organization can find the correct employee. Not only that this tool helps to find out the ability of an employee.

Occupational Interest Inventories

Occupational Interest Inventory helps in putting the employees in their suitable job. The Occupational Interest Inventories like The Holland Code Carrer Test helps to assume how much a candidate is intereted for doing differenr kind of job in a business organization.

So we can conclude that this inventories are very much effective for selecting a candidate according to the interest of the candidates.

Situational Judgement Test

Situational Judgement test helps to find our how an employee is communicating with the customers. Not only that this test helps to assume how much pressure an employee can handle.

This test basically puts an employee to the realistic situation, to see how an employee deals with the situation.So we can consider this assement tool as a hiring solution for any business organization.

Pre Employment Test

Pre employment Test is also an assesment tool. This is kind of physical screening which is done after a candidate applies for a job. It is a basically non-medical assesment.This assesment is very much popular in US labor Market.

Post Employment Test

This test is only taken when a candidate has selected for a job. This test is basically includes with the medical questions like medical history of the candidate.This is another effective assement tool which is used in employment.

2) The Pre employment test is basically a physical screening of an employee. This test is used for measuring the candidate's physical capability. Most of the business organization wants a candidate who has physical strength and physical capability. This test helps to determined the organization about the candidate's physical capability

As example- The Labor market is the place where a candidate is selected for his physical capability. So the labor organization depends on this test for assuming someone's physical strength

The post employment test helps to increase the safety for new workers. This test is included with some medical questions to discover the medical history of a candidate. This test is also taken to know the physical condition of an employee. Asking medical questions helps to know about the medical condition of candidates.This test is basically used for avoiding risk factors like accident.

3)  There are some factors what are agencies looking to rule out in a candidate such as

• Physical weakness
• Judgemental behaviors
• Negative and biased attitude
• An introvert personality. Because an introvert personality is not enough communicative and lack of communication from the employees is not good for any agency.
• Lack of mental strength.Beacuse a candidate who has not enough mental strength, also not able to deal with work pressure.
• A poor medical condition of the health.Because it develops the risk factors like accident.
• An anxiety prone mentality.

These all factors are not needed in a Selected candidate. So agencies are looking to rule out these factors in a candidate.