THE PROPOSAL FOR ASSESSMENT

Running Head: PROPOSAL FOR ASSESSMENT
Topic: Proposal for Conducting Candidate Screens
Name
Institutional Affiliation

PROPOSAL FOR ASSESSMENT 2
Proposal for Conducting Candidate Screens
Identification of Job Position
Company T is a large global organization, looking for hiring an HR manager for learning
and development of the team for better production of the company. The role of HR in any
company is industrial as it uses the standardised test, psychometrics metrics, statistic and
research tools for the assessment of employees capabilities and recruitment. This assessmet
would help to assign the duties according to their capabilities that would help in development.
The progress of any organization primarily depends on the employee's capabilities to work
according to the needs of the company (Kyllonen, & Kell, 2018). Furthermore, the role of the
HR manager is very important; therefore, they must pose critical thinking, instruction skills,
active listening, problem-solving and cross-cultural knowledge. Therefore the selection of
candidates needs standardizes testing procedure.
The mental Measurement Yearbook Database was consulted to select the three
standardized test. The recruitment of an HR manager using the standardized test and Interviews
would meet long-term industrial objectives and economic opportunities. The assessment would
benefit the company for both industrial and organizational side. The industrial assessment would
assist in recruiting, training, measuring and developing job performance among employees. As
far as the implication of assessment for an organization is concerned, the behaviour, motivation
roles, social norms and expectation will be met.
Analysis and Selection of Standardized Test and Psychometric Properties
Company T implements 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

PROPOSAL FOR ASSESSMENT 3
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 primarily focuses on investigating that the
individual is suitable for which position.
For the selection of HR manager in Company T, the interviews and 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
fulfil the job characteristics for the post of first-line manager. The HR manager has to perform a
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 following appitute, personality and attainment or
intelligenece were used.
Hogan Personality Inventory. The Hogan Personality Inventory provides the sensing
planning, management process, leadership style and individual differences of the participants,
either they can lead and manage a team or not (Hogan, & Hogan, 1992). The test rest reliability
of HOI is .81, and the average internal consistency is .76. The individual differences in
personality assessment would help in identifying which personality type is more accurate to
handle extreme work pressure. Furthermore, the Hogan personality assessment provides the
temperamental information, which helps in determining the discrepancies in understanding the
easy and difficult temperament associated with organizational production.
The Multi-dimensional- aptitude battery II (MAB). It would help in assessing either
the participant have the mechanical skill to accomplish and guide any task with the employees
(Kranzler, 1991). The time logical thinking and problem-solving skills are some examples of

PROPOSAL FOR ASSESSMENT 4
aptitude test dimensions. The test re-test reliability for performance test is .97, .96 for verbal
abilities and full-scale reliability is .95. The full-scale correlation with IQ measure is .91.
The Miller analogue test (MAT). It would provide if the participants have in-depth
knowledge in their field or not (Hyman, 1957). The mechanical skills, in-depth knowledge,
analytical and critical thinking not merely save time but also helpful for providing training to the
new employees for better consequences. The internal consistency of MAT in multiple fields
reported being .91.
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 an HR manager, a structured
interview was designed following the Clagrgy University Manual (Eaton, 2017). The structured