Question

The Importance ofSelecting the Right Employees

-Organizational Performance
- Legal Obligations and Liability
-Costs of Recruiting andHiring

Organizational Performance:
 Objective: The primary goal of selecting the right employees is to enhance
organizational performance.
 Explanation: When a Pakistani company hires individuals who possess
the right skills, qualifications, and cultural fit, it can expect improved
performance across various metrics.
 Example: Engro Corporation, a prominent Pakistani conglomerate, has a
rigorous recruitment process that focuses on aligning candidates with their
organizational values. This has led to consistent growth and success.
1. Legal Obligations and Liability:
 Objective: Hiring the wrong employees can lead to legal issues and
liabilities for a company.
 Explanation: If a Pakistani company needs proper screening and selection
procedures, it may hire individuals with a history of misconduct or
inadequate qualifications, which can result in legal complications.
 Example: In 2019, the Lahore High Court ordered a local company to
compensate an employee who was wrongfully terminated due to improper
hiring practices. This case highlighted the importance of adhering to legal
obligations.
1. Costs of Recruiting and Hiring:
 Objective: Efficient employee selection can help manage recruitment and
hiring costs effectively.
 Explanation: A well-structured selection process reduces the need for
frequent replacements and minimizes the expenses associated with
recruitment, training, and onboarding.
 Example: Telenor Pakistan, a leading telecom company, has implemented
a comprehensive hiring strategy that includes extensive interviews and
assessments to ensure that they invest in the suitable candidates,
reducing long-term hiring costs.
1.

Avoiding Negligent Hiring Claims

Carefully scrutinize information on employment applications:

 Explanation: Employers should thoroughly review all information provided
by job applicants on their employment applications to identify any
discrepancies or red flags.
 Example: XYZ Pharmaceuticals in Pakistan uncovered a job applicant
who had misrepresented their educational qualifications. By verifying the
 applicant's credentials, the company prevented a potentially disastrous
hiring decision.
1. Get written authorization for reference checks and check references:
 Explanation: Employers should obtain written consent from applicants to
contact their references and then diligently check these references to gain
insights into the applicant's work history and character.
 Example: ABC Bank in Pakistan always obtains written authorization from
job candidates to contact their previous employers. In one case, this
practice revealed a candidate's history of financial misconduct, prompting
the bank to reject the applicant.
1. Save all records and information about the applicant:
 Explanation: Employers should maintain complete records of the hiring
process, including applications, resumes, interview notes, and reference
checks, to demonstrate due diligence in case of legal challenges.
 Example: DEF Manufacturing Company in Pakistan retained detailed
records of an applicant's interview performance and background check
results. When a negligent hiring claim arose, these records played a
crucial role in their defense.

1. Reject applicants for false statements or conviction records for offenses

related to the job:

 Explanation: Employers should have clear policies in place to reject

applicants who provide false information or have convictions relevant to
the job, ensuring a safe and qualified workforce.
 Example: GHI Airlines refused to hire a pilot applicant who had a history of
alcohol-related offenses. This decision helped the airline avoid potential
liabilities associated with hiring an individual with a history of substance
abuse.
1. Balance the applicant’s privacy rights with others’ “need to know”:
 Explanation: While conducting background checks, employers should
respect the applicant's privacy rights but also ensure that necessary
individuals within the organization have access to relevant information.
 Example: JKL IT Solutions in Pakistan limits access to sensitive applicant
information to only those involved in the hiring process, thus maintaining a
balance between privacy and the company's security needs.
1. Take immediate disciplinary action if problems arise:
 Explanation: If an employee's behavior raises concerns after hiring,
employers should take swift and appropriate disciplinary action to mitigate
potential risks.
 Example: MNO Retail in Pakistan took immediate action when an
employee was discovered engaging in theft. This proactive response
demonstrated their commitment to addressing issues promptly and
maintaining a safe workplace.
1.
BASIC TEST CONCEPT
 Reliability:
 Objective: Reliability refers to the consistency of scores obtained by the
same person when retested with identical or equivalent tests. It assesses
whether the test results are stable over time.
 Explanation: If a test is reliable, it means that if the same person takes the
test multiple times or if different individuals take the test on separate
occasions, the scores should be relatively consistent.
 Example: Let's consider a Pakistani company, XYZ Consulting, which
uses a personality assessment during its recruitment process. If this
assessment produces similar results when administered to the same
candidate at different times, it can be considered reliable. This ensures
that the company can make consistent hiring decisions based on the
assessment.
1. Validity:
 Objective: Validity indicates whether a test is measuring what it is
supposed to be measuring. It answers the question of whether the test
actually measures what it is intended to measure.
 Explanation: A valid test accurately assesses the specific construct or trait
it is designed to measure. In other words, the test's content, questions, or
tasks should directly relate to the concept or trait under evaluation.
 Example: A Pakistani educational institution, ABC School, administers an
English language proficiency test to assess the language skills of its
students. To ensure validity, the test should include questions and tasks
that are directly related to English language proficiency. If it does, the
results will provide a valid measure of the students' language abilities,
allowing the school to make informed decisions about their language
education programs

Using test at work

1. Basic Skills Tests:
 Objective: Basic skills tests are designed to assess an individual's
foundational skills, such as reading, writing, mathematics, and problem-
solving abilities.
 Explanation: These tests help employers gauge the fundamental skills
required for various job roles. For instance, a Pakistani manufacturing
company may use basic skills tests to ensure that its employees have the
necessary math and reading skills to operate machinery and follow written
instructions accurately.
1. Job Skills Tests:
 Objective: Job skills tests assess specific skills and competencies that are
directly related to a particular job or role.
 Explanation: For instance, a Pakistani IT company may use job skills tests
to evaluate a candidate's programming abilities or knowledge of a
particular software language. These tests help employers ensure that
candidates have the necessary skills to perform their job effectively.
 1. Psychological Tests:
 Objective: Psychological tests are designed to evaluate an individual's
mental and emotional characteristics, including personality traits, cognitive
abilities, and emotional intelligence.
 Explanation: In Pakistan, companies may use psychological tests for
various purposes, such as identifying the right candidates for leadership
positions or assessing teamwork and communication skills. These tests
provide insights into an individual's psychological profile, which can inform
hiring and development decisions.
Reasons for Using Testing in the Workplace:
1. Increased Work Demands:
 Explanation: As work becomes more complex and specialized, the need
for testing has increased. Pakistani companies face evolving challenges
and demands, making it essential to use tests to ensure employees have
the required skills and abilities.
1. Screening Out Bad or Dishonest Employees:
 Explanation: Testing helps companies in Pakistan identify candidates who
may not be a good fit for the organization or who have a history of
dishonesty or misconduct. This is particularly crucial for maintaining a
trustworthy and ethical work environment.
1. Reduce Turnover by Personality Profiling:
 Explanation: By using personality profiling tests, Pakistani companies can
better match candidates with roles that align with their personality traits
and values. This can lead to higher job satisfaction and lower turnover
rates, as employees are more likely to be engaged in roles that suit them.

Computerized and Online testing

Online Testing Methods:

1. Telephone Prescreening:
 Explanation: Telephone prescreening involves an initial phone call with a
candidate to assess their qualifications, experience, and suitability for a
job.
 Use in Pakistan: Pakistani companies often use this method as an efficient
way to narrow down a large pool of applicants before moving on to more
comprehensive assessments.
1. Offline Computer Tests:
 Explanation: Offline computer tests are administered on a computer but do
not require an internet connection. They assess various skills and abilities,
including numerical, verbal, and cognitive skills.
 Use in Pakistan: Pakistani organizations use offline computer tests for
evaluating job candidates' competencies in areas such as data analysis,
problem-solving, and critical thinking.
1. Virtual "Inbox" Tests:
  Explanation: Virtual "inbox" tests present candidates with simulated work-
related scenarios, such as managing emails or tasks in an inbox. These
tests evaluate organizational and multitasking skills.
 Use in Pakistan: Pakistani companies, especially in the IT and customer
service sectors, use virtual inbox tests to assess candidates' ability to
handle a high volume of tasks and communication.
1. Online Problem-Solving Tests:
 Explanation: Online problem-solving tests measure a candidate's ability to
analyze complex situations and develop effective solutions.
 Use in Pakistan: Pakistani companies in engineering, finance, and
technology sectors utilize online problem-solving tests to assess a
candidate's analytical and critical thinking skills.
Types of Tests:
1. Specialized Work Sample Tests:
 Explanation: Work sample tests require candidates to perform tasks or
activities that mimic real job duties. They provide a practical assessment
of a candidate's ability to perform specific job-related tasks.
 Use in Pakistan: Pakistani companies in fields such as healthcare,
manufacturing, and aviation often use specialized work sample tests to
evaluate candidates' technical skills and job readiness.
1. Numerical Ability Tests:
 Explanation: Numerical ability tests assess a candidate's mathematical
and quantitative reasoning skills, including the ability to work with
numerical data, statistics, and calculations.
 Use in Pakistan: Financial institutions, government agencies, and
research organizations in Pakistan use numerical ability tests to evaluate
candidates for roles involving data analysis and financial management.
1. Reading Comprehension Tests:
 Explanation: Reading comprehension tests assess an individual's ability to
understand and interpret written information. These tests are often used to
evaluate communication skills and the ability to extract key information
from written documents.
 Use in Pakistan: Educational institutions, media companies, and research
organizations in Pakistan employ reading comprehension tests to assess
candidates' language proficiency and analytical abilities.
1. Clerical Comparing and Checking Tests:
 Explanation: Clerical comparing and checking tests evaluate an
individual's attention to detail and accuracy in tasks such as proofreading,
data entry, and record-keeping.
 Use in Pakistan: Government departments, administrative offices, and
data-driven industries in Pakistan use these tests to assess candidates for
positions that require meticulous record-keeping and data accuracy.
1.
Type of test and what test measures

Cognitive (Mental) Abilities Tests:

  Objective: Cognitive abilities tests are designed to assess an individual's
mental capabilities, including problem-solving, critical thinking, and
memory.
 Explanation: These tests measure a person's capacity to acquire and
apply knowledge, adapt to new situations, and solve complex problems.
They are commonly used in education and employment contexts to
assess intellectual potential.
 Examples:
 IQ tests, such as the Stanford-Binet Intelligence Scales, assess
general cognitive abilities.
 Aptitude tests, like the SAT or GRE, evaluate specific cognitive skills
relevant to particular fields or professions.
1. Achievement Tests:
 Objective: Achievement tests measure an individual's knowledge or
proficiency in a specific area or subject.
 Explanation: These tests are used to determine how much a person has
learned or accomplished in a particular domain, such as mathematics,
language, or science. Achievement tests are common in educational
settings.
 Examples:
 Standardized school exams, like final exams or the SAT subject
tests, assess students' knowledge in specific subjects.
 Certification exams, such as the CPA (Certified Public Accountant) exam
in Pakistan, evaluate candidates' knowledge and skills in accounting and
related areas.
1. Motor and Physical Abilities Tests:
 Objective: Motor and physical abilities tests evaluate an individual's
physical capabilities, coordination, and motor skills.
 Explanation: These tests assess a person's physical fitness, agility,
strength, and motor control. They are often used in sports, healthcare, and
military contexts.
 Examples:
Fitness tests, like the beep test or the push-up test, assess physical
endurance and strength.
 Motor skills assessments, used in occupational therapy, evaluate a
person's fine and gross motor skills, especially relevant for individuals with
physical disabilities.
1. Personality and Interests Assessments:
 Objective: Personality and interests assessments aim to understand an
individual's personality traits, preferences, and areas of interest.
 Explanation: These tests provide insights into a person's temperament,
values, and career inclinations. They are often used in career counseling,
employee selection, and personal development.
 Examples:
  The Myers-Briggs Type Indicator (MBTI) is a well-known
personality assessment that categorizes individuals into personality
types.
 Interest inventories, like the Strong Interest Inventory, help individuals
identify potential career paths and fields aligned with their interests.

The BIG Five

Introduction:
The "Big Five" personality traits, also known as the Five Factor Model (FFM), are a
widely accepted framework in psychology for assessing and describing an individual's
personality. These traits provide a comprehensive understanding of human personality
and behavior. In this explanation, we will explore each of the "Big Five" personality
traits: Emotional Stability (Neuroticism), Extraversion, Conscientiousness, and
Openness to Experience.
1. Emotional Stability (Neuroticism):
 Description: Emotional Stability, often referred to as Neuroticism, reflects
an individual's emotional resilience and stability. People with low
neuroticism tend to be calm, composed, and emotionally stable, even in
stressful situations. Conversely, high neuroticism is associated with
emotional volatility, anxiety, and mood swings.
 Example: An individual with low neuroticism is less likely to become
anxious or distressed when faced with a challenging work assignment or a
sudden change in plans, making them better at handling stress in a
Pakistani workplace.
1. Extraversion:
 Description: Extraversion measures the extent to which a person is
outgoing, sociable, and energized by social interactions. Extraverts tend to
seek social engagement, enjoy group activities, and are generally more
talkative and expressive. Introverts, on the other hand, prefer solitude and
quieter settings.
 Example: In a Pakistani customer service role, an extraverted employee
may excel in communicating with customers, building rapport, and
handling inquiries, while an introverted colleague may prefer roles that
require more independent work.
1. Conscientiousness:
 Description: Conscientiousness reflects an individual's level of
organization, responsibility, dependability, and goal-oriented behavior.
Conscientious individuals are typically thorough, reliable, and committed
to their tasks and responsibilities.
 Example: A conscientious employee in a Pakistani company is likely to
meet deadlines consistently, pay attention to detail, and effectively
manage their workload, contributing to the organization's overall efficiency
and success.
1. Openness to Experience:
  Description: Openness to Experience measures an individual's willingness
to embrace new ideas, explore novel experiences, and think creatively.
People high in openness tend to be curious, imaginative, and open to
change, while those low in openness may prefer routine and familiarity.
 Example: An employee with high openness to experience in a Pakistani
marketing team may come up with innovative and creative advertising
campaigns, while someone with low openness may stick to traditional
marketing strategies.
1.
Background and Investigation and Reference Checks

Sources of Information

Written References -
Social Networking Sites -
Commercial Credit
Rating Companies -
Current Supervisors
-Former Employers

Written References:
 Method: Written references involve collecting written testimonials or letters
of recommendation from individuals who have worked closely with the
candidate in previous professional or academic settings.
 Considerations:
 Written references can provide a detailed and documented account
of a candidate's skills, work ethic, and performance.
 Ensure that the references are genuine and not falsified by verifying the
authenticity of the reference providers.
1. Social Networking Sites:
 Method: Social networking sites like LinkedIn, Facebook, and Twitter can
be used to research a candidate's online presence and professional
network.
 Considerations:
 Social media profiles may offer insights into a candidate's
professional background, interests, and connections.
 Be mindful of privacy and ethical considerations when reviewing a
candidate's social media presence.
1. Commercial Credit Rating Companies:
 Method: Some organizations use commercial credit rating companies to
assess a candidate's financial stability and credit history.
 Considerations:
 This method is typically used for positions that involve financial
responsibility, such as accounting or finance roles.
 Ensure compliance with privacy laws and obtain the candidate's consent
before conducting a credit check.
1. Current Supervisors:
  Method: Contacting a candidate's current supervisor or manager is a
common practice to gain insights into their current job performance and
suitability for a new role.
 Considerations:
 Exercise discretion and sensitivity when contacting current
supervisors, as the candidate may not have disclosed their job
search to their current employer.
 Be aware of potential biases or conflicts of interest when seeking
references from current colleagues.
1. Former Employers:
 Method: Contacting former employers allows you to gather information
about a candidate's past work performance, behavior, and reasons for
leaving previous positions.
 Considerations:
 Former employers can provide valuable insights into a candidate's
work history and conduct.
 Be cautious of potential legal limitations and ensure compliance with
privacy regulations when seeking references from former employers.