Question

What do you think the psychological testing should measure especially in this case and is it necessary for this job? (facebooke)

In every selecting process, HR managers look for a fit. Which fit is more applicable to this case and why?
(facebooke)

Facebook should standardized their testing to ensure reliability. Can you explain this further?

answer them after reading the case

Qn#4: Psychological testing did not seem to be part of Facebook's selection process. How might it use this testing, which tests might it use, and where in the process might it use them?

Facebook needs to adopt psychological tests that are tailored to the respective job descriptions under review. Particularly, Facebook can adopt the Job Pairin System that is effective in assessing about 100 coachable behaviors in potential employees, including emotional intelligence, leadership, and character assessments (Jenkins, 2014). Such tests can be integrated in the first recruitment step adopted in their recruitment process.

Qn#3: Facebook gives a battery of tests to the applicant along several steps of the selection process. What are those tests, what are they testing for and how might Facebook ensure the validity and reliability of those tests?

The Facebook hiring process is laden with tests. The tests include coding problems, design, and architecture questions, as well as behavioral problems analysis. The comprehensive questions in the above areas provide the recruiter with the opportunity to get an overall sense of a candidate’s breadth of knowledge, skills, competences, and potential. Facebook can improve the validity of their tests by establishing tests that have proven record in reflecting the actual on-the- job performance of the applicants. On the other hand, Facebook can ensure the reliability of the tests by standardizing them to offer consistent scores for the respective applicants.

Answer 1

Facebook can use psychological testing to ensure reliability and validity since the nature of assessment describes can provide a comprehensive insight into the actual job performance of candidates. The pre-recruitment process claims to measure the knowledge, skills, competences, and potential of the canididates. Reliability of scores is an essential component while carrying out testing because the consistency of results is at stake. The assessment at a particular time may differ from .another time, showing clear inconsistency of results. To avoid this, reliability testing is ensured while carrying out research. Different components for testing can be used depending on the jb description. For getting an insight into the personality MBTI can be used, in order to assess the aptitude, DBDA is an excellent tool, learning style inventories can be conducted to see the manner in which the candidate might grasp at work. All these help deciphering the role in which the candidate would fit. These tests can be used before recruitment. However, tests like MBTI which suggest the personality type shoud not be used as a means to discriminate between the various types since this is a highly unethical practice.

The tests used by facebook for their hiring procedure include coding problems, design, and architecture questions, as well as behavioral problems analysis. The nature of questions in the above areas provide the recruiter with the opportunity to get a general insight into the candidate’s level of knowledge, skills, competences, and potential. Validity of the tests can be ensured by comparing how much the test is measuring what it claims to measure. This can be one by comparing the work performance with the test scores. The reliability on the other hand can be tested through a re-test at a lter point in order to get an insight into the level of consistency of results.