Attract, develop and retain talented employees
Recruit the most intelligent employees
Offer an excellent reward package to employees
Attract the most talented leaders.
Can be used throughout the talent management process
Should be based on a thorough job analysis
Needs competencies that can be clearly measured
All of the above.
Gives consistent results
Is produced by a reputable test publisher
Has had a lot of investment in research and development
Can be used to select people for many different jobs.
References and interviews
Personality tests and unstructured interviews
Work samples and cognitive ability tests
Biodata and self-assessment.
The way interview questions are often asked so that the most important question comes first or last
An interviewer’s preference for someone who is more like him/her
An interviewee’s preference for going first or last in the sequence of candidates
An interviewer’s tendency to remember the first and last candidates better than the others.
Is one of the best predictors of job performance
Should never be used to choose candidates for a job
Cannot be measured accurately
Is less useful than references in selecting job candidates.
When two groups score differently on a particular measure but there is no difference in their success rates
Any selection test that is unfair
A biased interview style
When two groups score differently on a particular measure and this results in a lower success rate for one group.
It unfairly discriminates against certain ethnic groups
It is expensive to set up
It relies on physical measurements like blood pressure
It can be easily faked.