A Quick Guide to Human Resource Testing by Marian Power

By Marian Power

It is a fast reference consultant for human assets practitioners who use or plan to take advantage of review tools in any context. It comprises reasons, assistance, case experiences and proposals to assist practitioners get the main out in their HR trying out.

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Critical Reasoning Tests (CRT) Timing Verbal section 20 minutes; numerical section 25 minutes Qualification level Medium Australian norms No Scoring By hand Purpose For selection or development – assesses the critical verbal and numerical reasoning skills required for success in junior-management level positions Employment categories Junior and middle managers Description The CRT contains questions that present real-life scenarios, requiring analysis of information, logical reasoning, recognition of assumptions, evaluation of evidence and other critical reasoning abilities.

What do you do? Your boss has no right to the results just because he holds a management position. It is your responsibility to preserve the integrity of that test data. Scenario 3 A candidate informs you that she has already sat a test that you are planning to use. You may decide to use a different test, if a suitable alternative were available, or a parallel form (an alternative version of the same test with different questions), especially if the candidate has sat the test recently. Other tests and sources of information can help put the results of a single test in context.

Then, the chair of the selection panel is able to receive the interpreted results from this person, and this should be presented in a standard score format rather than numbers of correct responses or raw scores. Candidates must be made aware of this ‘result trail’ at the time of testing so that they have the opportunity to express any relevant concerns. Scenario 1 You are an HR manager. The wife of a candidate who sat a selection test for recruitment into your organisation telephones you and asks for her husband’s results.

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