Tutkimukset ovat osoittaneet, että hyvin rakennetut psykometriset testit voivat ennustaa työmenestystä paremmin kuin oikeastaan mikään muu yksittäinen valintamenetelmä. Testeillä voi kuitenkin joskus olla epäsuotuisa vaikutus etnisten tai sukupuoliryhmien mahdollisuuksiin. Tämä opas tarjoaa ohjeita, joiden avulla voi varmistaa testien oikean käytön: testien valinnasta, testien validoinnista, ehdokkaiden mahdollisuudesta valmistautua ja testitulosten tulkinnasta.
This is a new document that offers specific information about how online testing, particularly ability testing, is impacted under the UK Disabilities Discrimination Act (DDA). It is a guidance document to help employers understand the impact of the DDA regulations for online tests and offers SHL guidance on DDA compliance for online tests.
Using psychometric tests can bring sunstantial benefits to an organization in terms of increased productivity and efficiency, better quality staff, higher morale, better staff performance, reduced training costs and lower staff turnover, but the use of tests must be properly managed in order to reap these benefits. This guide sets out the best ways to formulate a formal policy document.
Using psychometric tests can bring sunstantial benefits to an organization in terms of increased productivity and efficiency, better quality staff, higher morale, better staff performance, reduced training costs and lower staff turnover, but the use of tests must be properly managed in order to reap these benefits. This guide sets out the best ways to formulate a formal policy document.
The interview as always played a significant part in employee selection but, despite its universal use, many people have concerns or questions about the best way to conduct selection interviews. This Guide includes practical advice on the interview process, including what questions to ask and what to look for during the interview.
Many employers have found that people with disabilities make excellent employees, often being highly motivated and very reliable. It is important not to let selection procedures hinder the employment of such people and indeed such practices are now illegal. This Guide sets out the legal landscape in relation to disabled people and includes practical steps on how to select, interview and accommodate disabled people in the workplace.
This Guide provides a concise account of Best Practice in the use of Assessment and Development Centres, including information on the processes involved in the effective design and implementation of a centre. It also explains the best method of evaluation, taking into account ethical and international considerations and the best use of technology.
Job analysis is a systematic process for collecting and analysing information about jobs and it is an important precursor to many HR activities. This Guide is based on best current professional opinion and sets out a wide range of analysis techniques that are appropriate in different circumstances. It also explains the best method of evaluation, taking into account ethical and international considerations and the best use of technology.