Identification of Job
Position
The identification of
a suitable person or employee for an industrial or organizational job is
challenging. The progress of any organization primarily depends on the
employee's capabilities to work in extreme wok pressure (Kyllonen, &Kell,
2018). Employees meet long-term organization objectives and economic
opportunities. Therefore, the selection of an employee is a systematic process
for analyzing the organization's needs on how many employees are needed and
what kind of knowledge, skills, and talents are required to satisfy the
organization's needs. The current study highlights the process of assessment
for the selection of Line Manger in Slovak enterprise Multinational
corporations.
First Line managers
(FLM) strives to enhance the workforce strengths in the respective department
by implementing the rules and regulations. The first line manager not merely
manage the present organizational climate but also focuses on the future
prospect of the organization. Thereafter, it is crucial for them to develop strategic
plans by keeping unity among team members. Furthermore, the
recruitment of the capable manager would assist in training the staff and
updating the strategic plans. As the role of the FLM is very important;
therefore, the selection of FLM must be followed by standardized testing and
structured interviews.
The standardized
testing and structured interviews help in selecting a suitable candidate for
the manager post. The current study provides an in-depth understanding of the
conduction of standardizing tests and structured interviews for the recruitment
of suitable candidates. Furthermore, it also highlights how the scores of the
standardized test and battery combine to provide valid and reliable results.
Analysis and Selection
of Standardized Test and Psychometric Properties
The Slovak
enterprises and other Multinational corporations implement the standardized and
psychometrically sound test to investigate the suitable candidate for the job.
The intelligent test measures the abilities of logical and abstract thinking to
handle work in critical situations. Aptitude used to measure mechanical
abilities or skills, manual dexterity in particular domains. The attainment
test is used to measure the individual depth of knowledge in a particular
domain.
The personality test
also considers crucial in the selection process. Lastly, the assessment center
primarily focuses on investigating that the individual is suitable for which
position. For the selection of First-line managers in Slovak enterprise, the
interviews and aptitude tests will be carried out. The three tests that will be
used in the current study are the attainment test, aptitude test, and
personality test.
The personality
aptitude and attainment test have been chosen as they better fulfill the job
characteristics for the post of first-line manager. The first line manager has
to perform very critical responsibility. Therefore the assessment of multiple
domains is crucial.
The personality,
aptitude, and attainment test provide the multiple dimension approach of the
candidate to assess the suitability of a job. The personality test would
provide the leadership style and individual differences of the participants,
either they can lead and manage a team or not. The individual differences in
personality assessment would help in identifying which personality type is more
accurate to handle extreme work pressure.
Furthermore, the
personality assessment provides the Temperamental information, which helps in
determining the discrepancies in understanding the easy and difficult
temperament associated with organizational production. The aptitude test
would help in assessing either the participant have the mechanical skill to
accomplish and guide any task with the employees. The attainment test would
provide if the participants have in-depth knowledge in their field or not. The
mechanical skills and in-depth knowledge not merely save time but also helpful
for providing training to the new employees for better consequences.
The literature
suggested that all three tests have sound psychometric properties. All these
tests have Cronbach alpha in the range of .70 to .90, respectively (Kyllonen,
&Kell, 2018: Poore, Forlines, Miller, Regan, & Irvine, 2014). The test
restest reliability was also found to be psychometrically sound. Furthermore,
the validity falls between -1 to +1 range. The dimensions of personality,
attitude, and attainment test would be considered while developing the
interview items.
Development of
Structured Interview
Apart from battery and
tests, the interviews also play a crucial role in the assessment of candidate
suitability for a particular job. Structure interviews provide in-depth
information about the candidate’s verbal and non-verbal skills and abilities to
perform a task. The verbal and non-verbal cues indicated on what question the
candidate was more confident and quick.
In contrast to what
questions, we were a bit reluctant and answered delayed. Further, the sitting
style, posture, gesture, and eye contact also plays a significant role. The
structured interview based on the scenario also found to effective in
determining the skills of the participants. Therefore, in the current
study for the recruitment of a first-line manager, a structured interview was
designed.
The structured interview
would provide additional and in-depth information along with the battery test.
As the first line manager handle workflow, assign the task, deal with employee
problems, and monitor the quality of work. Therefore the structured interview
would be bout management skills, problem-solving skills, and leadership
qualities. A 15-question of structured interviews are listed below.
1. How can you complete a task in extreme work
pressure?
2. Do you think you have leadership qualities?
3. Which leadership style is more important to
manage teamwork, democratic, or autocratic?
4. Are you considered a mentor?
5. Do you have a history of negative interactions
with your employees?
6. Are you a problem solver?
7. Describe your management skills?
8. How do you see and define success?
9. How you keep unity among your team members?
10. How do you manage work or personal stress and conflicts among
team members?
11. How do you motivate employees?
12. Share any tough decision you made?
13. What is your biggest management weakness?
14. How do you manage your stress?
15. What is the essential aspect of growing industry or organization
production?
The above-structured
question provides the in-depth verbal ad non-verbal information about the
suitability of the candidate for the post of first-line manager.
The Ethical and
Diversity Standards and Consideration for Testing
The significance of
ethical and diversity standards cannot be ignored, whole conducting the
testing. Ethics must be followed while conducting a psychological or
personality assessment. The key point that should be considered while
conducting the testing. Initially, the individuality of the participant must be
intact.
The difference in
opinion, behavior, and skills should be respected. Secondly, the questions of
the interviews, battery or test should not contain such items which may violet
any psychological, emotional, behavioral, or physical state. Furthermore, the
interviewer should not use such harsh words, and any kind of ethnic, racial, or
religious discrimination should not be practiced. The favoritism for racial,
religion and ethics composition should be avoided.
Individual
Differences
The battery, test, and
interviews are designed in such a way where all candidates are asked the same
question in the same way and order. The scoring key of each response also has
similar patterns. In such a case, we can observe the common traits of the individual,
but the evaluation of individual differences is hard to investigate. To
investigate the individual differences, the interpretation of tests, battery,
and interviews need special attention.
The interpretation of
interviews through coding and thematic analysis depicts a high variation in
responses. Therefore, the identification of individual differences is easier in
interviews. Fore ample the responses for item no 1 ‘’How can you complete the
task in extreme work pressure’’ provides the variety of responses.
A few respondents
might reply by assigning the task with a clear direction. Once the direction is
clear, anything can be accomplished. While some other respondents may suggest
that by being available for help all the time may reduce the work pressure.
Both the answers have
values, but the behavioral assessment of the candidates in interview questions
plays a crucial role. The time gaps in answer, voice, pitch, posture, gesture,
and eye contact help the interviewer to assess how confident and true the
candidate is in their works. As far as the assessment of battery and test is
concerned.
The identification of
outlines and variance may define the individual difference. The reliability of
the data suggests that how many individuals have the same responses, and high
reliability indicates the sound psychometric properties. In contrast, variance
shows the ratio of people who did not agree with three other respondents. The
Test and batteries also comprised of scoring essential such as agree, disagree,
strongly agree, and strongly disagree. The degree of agrees falls in two
categories strongly agree and agree. The selection of scoring keys also
manifest the individual differences in agrees and disagrees.
Scholarly Evidence and
Real-world Example to Support Decision
The role of batteries
and interviews for the recruitment of the first-line manager is crucial. The
literature is enriched with the empirical studies highlight the significance of
both interviews and batteries for the recruitment process. The use of only
batteries or interviews may not provide better results. Therefore the
combination of batteries and interviews should be used for the selection
process (Landy, & Conte, 2013). Hardavella, AamliGagnat, Xhamalaj,
&Saad, 2016) recommended that the preparation of interviews should match
the test items to identify the discrepancies in the assessment.
The similar responses
in both the battery and interview illustrate the high capabilities of the
candidate. In contrast, if the result of the battery or test doesn’t match with
the interview answer, it depicts the person is not providing a valid and
reliable result. In such cases, the person should not be a recruit for the
company. Vermeeren et al., 2014 suggested that the financial growth of any organization
or industry depends on the fine selection of participants. The selection
through standardizes test and structured interview are the fundamental source
of employee recruitment. Warth, &Dyb, 2019) stated that the teamwork in any
organization or industry is common, and the tests to check the ability to work
in a team, workload, and problem-solving must be checked prior to the selection
of the candidates (Fleishman, 1988).
In real life, the
temperament and attitude of the people help in determining the capabilities and
personality patterns of the individual. These temperaments and aptitudes help
in determining the career, course subject, and future direction. The selection
of course books Based on interest and aptitude brings about the future prospect
of the individual. Similarly, the selection of employees based on standardized
tests and structured interviews are provides capable candidates to enhance the
productivity of the organization.
