Question

HRMT

1. Refer to an organization and job position you are familiar with. Describe a selection test you would use as part of your hiring process and your rationale for using the test. Describe the critical points you would consider in selecting the test.

2- What sources of information create interview impressions that influence the interview process and outcomes? Provide an example of an interview impression error you have experienced and how you would reduce the effects of this inaccurate impression in future interviews.

Answer 1

Flipkart is an Indian e-commerce company whose target is Asian market and it needs to hire a "Product Manager" for their company.
Now for such a job position Flipkart will use multiple selections tests like -

Aptitude test in order to gather the learning ability of the candidate, how quickly he can learn new skills, software and methods
Intelligence test to check the mental capability and how quickly a person can make decisions in challenging time
Personality test- where his behavior, reactions and mindset is evaluated.
Trade test- to check the existing knowledge of the products he/ she has handled
Situation test- to see whether the person is able to handle the pressure

All the tests should not be too subjective as they will loose the value of evaluation and assessment. Secondly the tests should be clear and specific. They should be specifically designed so that its clear what we need from the candidate and whether he or she is suitable or not.

The information provided from "LinkedIn" profile, reference, past organisations and Facebook profile at times provide information which already set up the image of an employee before the interview.
In one of the interviews I found a candidate whose academic score had drastically gown down , there were breaks in corporate experience and had not even worked in good companies. So my first impression was that the candidate will not be worthy enough. however while taking the interview, i found the person had immense knowledge, confidence and was fit for our job and organisation .

Sp the best way to reduce these judgement is to keep the points in mind and should be addressed while taking the interview so that the clear picture is known. And no decision should be just taken on the information only provided from one side.