Contents
- Introduction
- Elimination of bias
- Use of aptitude tests by the University
- Aptitude tests supported by the University
- Which classifications benefit from use of these type of aptitude tests?
- When should applicants be tested?
- Who would make the decision on the best tests to used?
- Who will administer the tests?
- Who will pay for the tests?
- Conclusion
Introduction:
The University's current selection procedures place
an emphasis on culling applicants on criteria as determined
by the Selection Committee, interviewing and reference
checking. These methods used together and used correctly
are very important in the process of obtaining the best
person for the position, however, they do not necessarily
enable the Selection Committee to determine how the
applicant would actually perform in the workplace.
This is something which can never be determined absolutely,
but there are methods available which can provide the
Selection Committee with additional information which
may help in assessing how the applicants would perform
in the workplace. One such technique is the use of aptitude
testing. By using a test, an attempt can be made to
ascertain the level of the applicant's skills which
are directly relevant to the position. It is important
to remember that the tests do not necessarily automatically
simulate work performance, as many persons experience
a test anxiety. The results of the tests must be analysed
taking these factors into account.
Test results can also provide a more objective assessment
of the applicant, and provide tangible evidence to support
the recommendation of the Committee. Tests are a way
of making a better match of candidates abilities to
job requirements. However, testing should not be used
as the only, or even the most important factor in making
the final decision, but used in combination with the
interview and reference checking. Tests are becoming
increasingly popular in personnel selection, however,
it is vital to ensure appropriate guidelines are used
in deciding what positions tests will be used for, and
the best tests to administer.
Index
Elimination of bias
Before any aptitude test is used it must be free of
bias. There are a number of Equal Employment Opportunity
target groups which are often disadvantaged by using
tests which are normed on the standard population. Some
of these groups include those from a non english speaking
background, those from different cultures, women and
aborigines. Tests used must be investigated prior to
use to ensure they have been normed on various populations,
including those groups mentioned.
Index
Use of aptitude tests by the University
The University strongly encourages the use of aptitude
testing for General Staff positions. Obviously testing
is not appropriate for all positions, and the use of
testing will depend on the level of the position and
the type of work involved. However, there are certain
categories of positions in which testing may be appropriate.
Testing may also be used either on shortlisted applicants
only or to establish a shortlist
Index
Aptitude tests supported by the University
There are a wide range of tests available. The Australian
Council for Educational Research (ACER) is one of the
more recognised test administration bodies in Australia,
and for these reasons their tests are often used at
the University. The University uses a range of ACER
tests called the Modern Occupational Skills test, these
tests are skill specific and focus on skills such as
verbal, numerical & technical checking, filing,
numerical awareness, spelling & grammar, numerical
estimation, word meanings and decision making. A key
advantage of the set is an analysis process which selects
the appropriate tests for specific positions. ACER also
provide a number of other useful tests including, computer
commands and rules, simple verbal and numeracy skills,
and mechanical reasoning.
Testing has been used on a number of positions within
Administration and the Library, and experience has shown
they have been extremely useful in the selection process.
Index
Which classifications benefit from use of these type
of aptitude tests?
An analysis of each position is necessary when making
the decision on whether testing should be used, and
the most appropriate test to use. However, some general
guidelines may be established;
i) for school leaver positions such as apprenticeships,
and Yr Ten, office traineeships, basic literacy and
numeracy tests could be used.
ii) for most administrative assistant positions, the
job requires task specific skills. For these positions,
relevant tests from the test battery of Modern Occupational
Skills could be used. In addition, tasks which require
extensive use of the computer, may use the computer
commands test.
iii) there may be basic office positions, where filing
or routing administrative tasks are the main responsibility,
the Speed and Accuracy test may be suitable.
Index
When should applicants be tested?
The University generally tests the applicants who have
already been shortlisted, based on the criteria for
the position. Testing all the applicants is not only
costly but ineffective, often only a proportion of applicants
meet the essential and desirable criteria.
In most cases, the University tests applicants after
their interview. This is essentially done for practical
reasons. Most tests only last for around 1/2 hour, so
applicants who take 1/2 day or a day of work to attend
an interview will more than likely be able to spare
the time. However, it may be inconvenient and certainly
time consuming to take additional time off work.
These are the processes followed in most circumstances,
however, alternative arrangements may be made if required.
The most important consideration in the testing process
is that it is consistent for all applicants, making
the process as fair as possible.
Index
Who would make the decision on the best tests to used?
If you are considering incorporating aptitude testing
with your selection process, it is advisable to contact
Personnel staff of the General Staff Unit. Personnel
staff can advise you on the variety and type of tests
available, the type of skills they test and therefore
the best ones to use for your position.
The most important decision is to choose the right test.
The test must be relevant to the skills required in
the position, ie: it actually tests what you want it
to test. If this is not done, the wrong decision may
be made and a highly suitable candidate overlooked.
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Who will administer the tests?
The administration of tests is a service provided by
the Personnel Services Branch. Most tests require the
administrators to be registered, and there are a number
of personnel staff who are registered and experienced
in administering, scoring and interpreting tests. By
taking responsibility for the co-ordination of selection
testing, Personnel can also develop a resource kit of
tests, user guides and manuals so as to provide a better
level of advice and expertise to departments requiring
information. Personnel will also advise the selection
committee not only with the results after the interview,
but also statistical comparisons, determined by aptitude
testing used in a range of other positions within the
University.
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Who will pay for the tests?
The same process which currently applies with appointment
and selection procedures will apply, that is testing
used will be paid for by the relevant budgetary unit.
Testing for positions within Administration will generally
be covered by the Administration 'appointment expenses'
account
Index
Conclusion
Aptitude testing, if used correctly and appropriately
in conjunction with the selection techniques already
employed, can assist the Selection Committee in making
the right decision which is consistent with the University's
recruitment, selection and equal employment opportunity
policies.
Index
Last Updated 8 September 2004 |
