The very first step towards the introduction of the testing programs in industries is obviously to explore which of the tests available, can be used for selection. Or is it such that new tests need to be constructed? Whether a single test is enough or a number of tests? Psychologists can be the best guides in these matters, because of their extensive knowledge of available tests and their various uses.
English aptitude test evaluates a candidate on the basis of their comprehension skills. And the ability to examine and comprehend verbal or written data, vocabulary competency and the ability to use appropriate word or words for the accurate expression of one’s thoughts expressions and ideas. The competency of construction of proper sentences without any making grammatical errors is also checked. It is generally believed that a person with sound verbal ability is more likely to be good at expressing their mind with the use of appropriate structure of sentences, words and grammar. It is quite obvious that communication with them will be very understandable and distinct as they will be able to make points clear in shorter notes, in less time, in a business environment.
Personnel officers are very rarely equipped with such knowledge. Which tests are to be used in a selection program obviously depends upon the extensive knowledge of the job, or jobs to be covered by the program. Once the tests are thus selected in consultation with psychologists or testing agencies, the next step is that of selection of criteria and predictor. Both the selection and placement involving this uses a number of predictors. Predictors are used as guides in making decisions about the selection procedure. These are such decisions as, “should she be hired for this?” or “should he be sent to this training program?” Psychologists can use several strategies for this purpose.
One very commonly used technique is to decide the minimum acceptable score on the selected test as a predictor. Generally the process of setting up cuttings score values becomes one of the trial and error. But in the light of his experience, the psychologist can determine the range of scores, on the selected tests which can make an applicant successful on his job. This is usually done by correlating the test score with the scores made by the applicant on the job performance. Once this is done the psychologist can very easily find out, whether he could retain the test and the selection program or not. When the correlation between the test scores and the performance scores are poor, he may reject the test or replace it with another that would be of greater use.
It should be specially noted here that a battery of tests used successfully for the selection in one company may not give the same degree of success in another company. Even if the same titles are attached to the jobs in many companies, the jobs actually require different patterns of abilities. This requires separate validation of tests in each company.