3.3.8 Pelaksanaan Penyusuaian : kestabilan emosional, kemampuan untuk
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Penyusunan Alat Test Penyususnan alat test untu melakukan seleksi adalah dapat digambarkan
berikut ini.
Gambar : 2.6 Penyususnan Alat Test
Decide Objectives - Seleksi - Mutasi
- Promosi - Manajer Analyze Jobs
Critical requirements
-Validity - Reliability
- Cost Choose tests
Construct a trialTest battery
- level of difficulty
- ease of administration
TestTry out
Correlation test scores Job
performance
Analysis of results
Decision making Combining several tests
In to a battery
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Different Question Formats in Interview
Types of Question Applications
1. Unstructured
Few, if any, planned questions, questions are made up during the
interview Useful
when trying
to help
interviewness solve personal problem or understand why they are not right
a job 2.
Structured A
predetermined checlist
of questions, usually asked of all
applicants Useful for valid result, especially
when dealing with large number of applicants
3. Mixed
A combination of structured and unstructured questions, usually
done in practice Realistic
approach that
yield comparable answers plus indepth
insights 4.
Problem Solving Question limited to hypotetical
situations, evaluation is on the solution and the approach of the
applicant Useful to understand applicant’s
reasoning and analytical abilities under modest stress
5. Stress Interview
A series of harsh, rapid fire questions intended to upset the
applicant Useful for stressfull jobs, such as
handling complains
Contoh : 1.
How do you spend your spare time ? 2.
What community or school activities have you been involved in ? 3.
Describes your ideal job in what type of work are you interested ? 4.
Why do you want to work for our company ? 5.
Do you have any geographic preferences ? 6.
What do you know about our company’s products or services ? 7.
Describes the ideal boss 8.
What is your major weakness ? Strength ? 9.
What are you career goals ? 10.
Why should you be hired by our company ? 11.
Describe your last job 12.
What job skill do you have ? 13.
What is your favourite sport ? Ect
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Guidelines For Becoming A More Effective Interviewer : 1.
Active listening to what how the applicant communications 2.
Be ware of nonverbal cues 3.
Remain aware of the job requirements 4.
Balance between open overly structured questions 5.
Avoid premature decision
Do not evalute on the basis of a firsh impression
Psychological Foundation For Interviewers
1. Empathy
2. Barriers to communications
3. Interviewer bias
4. Past is clue to future
summary at typical interviewer errors
1. Halo Effect
Interviewers who used limited information about an applicant to bias their evaluation of that person’s other characteristics are
subject to the halo effect. 2.
Leading Questions Interviewers who telegraph the desired answer by the way they
frame their questions are using leading questions. 3.
Personal Biases Interviewers who harbor prejudice against specific groups are
exhibiting a personal bias. 4.
Interviewer domination Interviewers who use the interviewer to oversell the applicant. Brag
about their successes, or carry on a social conversation.