TOPIC 4: SELECTION TESTS AND JOB INTERVIEW

The selection tests

Through selection tests, it is intended to evaluate intelligence, aptitudes, the
personality and the knowledge of candidates for a job position.
These tests are not essential in the selection processes and, if conducted, they should not be
make the decision based solely on that result, but rather should be considered as a
supplement to the process.
Las principales pruebas o tipos de pruebas que se aplican en los procesos de selección son las
next:

Intelligence and aptitude test (psychotechnical)

Personality and interest questionnaires
Professional and knowledge tests
Language tests
Group dynamics and assessment centers

A higher hierarchical level of the job position and greater experience of the candidates.
the least suitable are psychometric and knowledge tests. For example, these tests
they are not suitable for selecting someone to lead a department.

1.1. The tests

Tests are written assessments where questions are answered very briefly, indicating the
solution, chosen among several options. The tests are objective, that is, the interpretation of
the results are independent of the judgment and opinion of those who examine, and must be applied
and interpreted by specialists in psychology.
Generally, a set of different tests is performed, called batteries, which are
are related to each other. The different types of tests and questionnaires are as follows:

Intelligence test
Aptitude test
Personality Questionnaire
-Cuestionario de intereses

Tips for facing tests

Stay calm
Follow the instructions closely
Concentrate
Do not deceive
Time

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[Link] of intelligence
Through intelligence tests, the intellectual capacity of individuals is intended to be evaluated.
candidates. These tests provide a numerical score, the intelligence quotient (called
intelligence quotient), which is an indicator of the
general intelligence.
Some of the tests are numerical logical series, spatial logical series, series
alphabetical, verbal reasoning test or spatial visualization series.

Multiple intelligences
Gardner presented the theory of multiple intelligences in 1983, according to which all the
Individuals have the potential to develop eight types of intelligence:

1. Linguistic intelligence: competence to use language in all its

manifestations.
2. Musical intelligence: the ability to perceive and express oneself in musical forms.
3. Logical-mathematical intelligence: aptitude for solving mathematical calculations and
logical reasoning.
4. Kinesthetic bodily intelligence: talent for expressing ideas and feelings with
the body.
5. Visual-spatial intelligence: the ability to think in images and create
mental images.
6. Intrapersonal intelligence: competence to develop knowledge.
7. Interpersonal intelligence: aptitude for relating to others in a way
empathetic and work cooperatively.
8. Naturalistic intelligence: the ability to observe and study the elements of the
nature (objects, animals, plants).

Aptitude or efficiency test

The aptitude is the potential ability or skill that a person has to perform a task.
still not learned, but it can be learned.
It is necessary to know what skills are required to perform the tasks of the position.
work.

With personality questionnaires, the personality traits that are taken into account are
a set of biological and sociocultural characteristics that modulate behavior
human. While the interests questionnaire aims to measure preferences of
a person.

-Professional tests: it aims to measure the professional level of the candidate.

execution of tasks of the jobs. Mainly this type of tests consists of
the resolution of practical cases or practices with machines or work instruments.

Language test: knowledge of languages can be an essential requirement for

some job positions. Oral and written tests of the language in question will be conducted.

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Accreditation of the level through official certificates from Language Schools, Cambridge or
Oxford.

Group dynamics is a meeting of 10-14 people. There are usually 2 evaluators who
they observe verbal and body expression, the ability to work in a team, the level of
leadership and the impact that each person has on others. This technique is very useful for
detect the potential of recently graduated individuals with no experience. The meeting takes place
in the following way:
a) presentación del candidato (estudios, experiencia laboral…)
b) Discussion of a current topic: an article from the press is provided.

Assessment centers are a tool used for the

selection of management positions. They include different techniques. The tests that are usually used
They can be individual or group and include the following:

-Analysis and presentations.

Group dynamics
Role-playing: representing a situation in such a way that it seems real.
Group tasks with assigned roles.
Group tasks with unassigned roles.

In-tray, in-basket or document tray: through the presentation of a

fictional but realistic job situation in which the candidate receives information
of the position and the employment situation based on a document tray; allows for evaluation
competencies such as planning, organizational ability, leadership, or decision making
of decisions, among others.

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2. The selection interview
The interview is the essential tool in any selection process. It consists of
a formal and in-depth conversation that will revolve around professional experience, the data
of personality, motivations, and competencies, whose objective is to assess whether the person who
The candidate for the position matches the desired profile.

Classification of the interviews

A) According to the time they are carried out:

a) Preliminary interview: brief interview to review the curriculum and pre-select candidates
applications with the requested profile.

b) Typical selection interview: long interview to delve into the curriculum, the
personality, the competencies.

c) Final interview: interviews for individuals who meet the profile objectives of the
position.

B) According to the way in which they are carried out:

a) Structured interview: a questionnaire with questions is prepared in advance.

equal for all.

b) Unstructured interview: those who select present the candidate with the issues of
In general form, allowing for free expression. Questions can be asked.
foreseen.

c) Mixed or semi-structured interview: it is a mixture of the two previous ones.

C) According to the degree of tension:

a) Classic interview: it takes place in a relaxed environment where both parties

exchange information.

b) Stress interview: those conducting the interview will try to create a tense atmosphere. They
are usually used to select people who could handle appropriately
conflict situations over the job position.

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D) According to the number of people involved:

a) Individual interview: it is the most common, conducted by a single person who

selects and another one that aspires to the position.

b) Group interview: one person interviews several candidates, who introduce themselves and
they present what their studies and work experience related to the position are.

c) Entrevista de panel: intervienen varias personas que seleccionan. Una de ellas

The interviewer will conduct the interview and the rest will evaluate the person with the same criteria.
interviewed.

2.2. Selection interview planning

The person conducting the interview usually has a technical, mainly psychological, profile.
It's important to know in advance the needs of the professional profile perfectly.
required, taking as a reference to plan the interview the professional profile of
position.
This professional profile normally contains 4 types of information: characteristics
personal (age, physical requirements...), training and professional experience, traits of
personality and ability (character, skills, attitudes), and other specific requirements for the
job position.

Preparation of the interview

-Lugar: despacho independiente, bien iluminado, con la temperatura adecuada.

Established time.
The interviewer and the interviewee will be on an equal footing, but the
The interviewer should be able to take notes easily; they can lean on a table with the chairs.
facing forward, or alternatively, to place two armchairs in the layout known as open triangular position,
being able to take notes on a hard surface (a folder, for example).

Tips for presenting yourself in an interview: WHAT TO AVOID

Arriving late Sitting on the edge of the chair

Tutear Speaking ill of other people
Drinking alcoholic beverages Show doubts about one's own ability
Look at the clock It would be commented that any position would be accepted or
any salary
Do not look into the eyes of the interviewer, Pretend to inspire pity.
to evade the gaze
Talk about politics, about religion Respond with monosyllables

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Discussing with the interviewer Talk non-stop
To project an image of superiority To lie
Making too many facial gestures or getting too familiar with the person who
the hands interview or think it is someone close

2.3. Stages of the selection interview

Interviews are usually structured in several phases, which we will see next.

1. Welcoming phase: this phase allows the interviewee to relax. A climate is created.
trust.

In this phase, the interviewer can observe the signs of non-verbal communication:

How greet The way to shake hands should be firm and brief, without excess.
candidate movement (which suggests nervousness or aggression), encompassing
whole hand (signal of safety and trust).

Giving a handshake with palms facing down means that the person is
dominant and wants to position itself in a plane of superiority.

Offering the hand with palms up means submission and surrender.

The right thing is not to tilt the hand.

In the handshake, if the left hand accompanies the right one

indicates sincerity and trust.

How does it feel if the candidate sits upright taking up the whole seat?
candidate (safety), if you remain seated on the edge of the chair
(nervousness) or if one sits in a relaxed or careless manner
disinterest

As for the position of the arms and legs, if they cross, it is a sign
of distrust or rejection; placing the legs too wide apart
Supported on the ground is a sign of a dominant person.

The posture of the head tilted to one side is the position of listening or interest.
head of the candidate that is reinforced with other gestures such as leaning the body towards
go ahead and put your hand to your chin, which indicates that you are
understanding and sharing what is said.

If the head is kept up in a neutral position, it

interprets as a position of reservation or non-commitment.

The head down can indicate disapproval.

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2. Curriculum exploration phase
The information collected in this phase focuses on training and experience.

3. Exploration phase of competencies

Companies are increasingly using competency-based interviews, also called
critical incident interviews, as most of the questions are related to
situations (incidents) that the candidate experienced in the past or with which they could
meet in the future.
Thus, the competency-based interview is based on asking questions about
situations (STAR):

Situations in which he/she used the required skills for the job position.
Work that were involved in the situation described by the interviewed person.
Actions of the interviewee to resolve the reported situation.
R Results obtained after the performances.

In this phase, the interviewer can observe the following signs of non-verbal communication
in the candidate person:

A) Signs that indicate lies, doubt, or insecurity:

a) Touching the mouth. When we tell a lie, we try to cover our mouth, our eyes or
the ears. It can also be interpreted as doubt, insecurity, or exaggeration.

b) Touching the nose: to disguise a lie or when there is doubt about what the interlocutor is saying.

rubbing the eyes: the brain's attempt to avoid looking at the face of the person to whom one
is lying.

d) Rubbing the ears: indicates distrust, doubt or the attempt not to hear anything bad.

e) Scratching the neck: indicates doubt, disagreement.

f) Putting fingers to the mouth: the person feels pressured and needs reassurance.

g) Pulling the collar of the shirt: indicates that the person is lying and suspects that they have been
discovered, or when she feels angry or frustrated.

B) The hands

a) The hands unconsciously hide when one wants to conceal something.

b) The palms of the hands open upward indicate sincerity and honesty. The
Palms facing down and open indicate that one is trying to lie.

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 c) Intertwined hands at the level of the stomach can indicate frustration, hostile attitude
O negative.

Joining the thumbs means self-confidence.

C) The gaze

a) When a person tries to hide something, their gaze does not hold for long on the
third part of the time.

b) When you maintain eye contact with the other for at least two-thirds of the time.
of time, means:

That one finds the other person attractive (the pupils dilate).
That feels hostility and challenges (the pupils contract).

c) When the eyes are closed for a prolonged period during a conversation, it means that the
the topic is producing a negative reaction.

D) The imitation

When you copy your interlocutor's gesture it means that you share their
thoughts.

E) The clues

The interviewer should not give hints about the answer; for example, by nodding their head.
affirmatively or smiling when a suitable response is obtained.

4. Closing phase of the interview

The candidate is requested to ask any questions or doubts they may have about the
work and the company.

5. Farewell
The interviewer will kindly dismiss the candidate. The candidate should not be informed of the
interview result.

6. The interview report

After conducting the interview, the interviewer will prepare a report with the assessment of
candidate. Normally, a shortlist of three people is presented for each position to be filled,
the final interview will subsequently take place and a decision will be made.