APTITUDE:

Aptitude measures an individuals ability to learn a given job, when given adequate
training. Aptitude is a natural or in born ability to learn. It concerns the cognitive
abilities that underlie successful learning. The aptitude is a combination of various
abilities. It is been told the people differ in the extent to which they passes a natural
ability for learning a subject.
The word aptitude is derived from the word aptus which means fitted for. It is
considered to be a unique general knowledge and skills in many fields, to acquire
specific knowledge and skill.
An aptitude is a persons special ability or in other words his inherent skill.
DEFINATION:

An aptitude is a characteristic or a set of conditions that are symptomatic to

the individual.
An aptitude is a present condition which is indicative of an individuals
potentialities for the future.
An aptitude is a condition or a set of characteristics indicative of an
individuals ability to acquire some specific knowledge, skill or set of
responses such as ability to speak, a language, to become a musician etc..

CHARACTERISTICS OF APTITUDE:

Aptitude is not something concrete. It indicates a persons ability.

It is a indicator of ones ability for a particular work.
It indicates the future only in the real state of affairs.
It is a present condition with a forward reference.
Aptitude is the result of the interaction of heredity and environment.
Aptitude is simply a capacity to learn.
Aptitude is a ones readiness to acquire proficiency in an occupation.
Aptitude of an individual is fairly stable.
It predisposes to learning.
Aptitude is a combination of aptitudes.

SIGNIFICANCE OF APTITUDE:

Helps in achieving opportunities: as employee without appropriate levels of

aptitude as an aspirant can never achieve success.
Aptitude helps to know as individual what he shall do in future.
It determines the amount of time it takes for someone to learn any given
material.

SKILLS:
Skills are aspects of human behavior that are learnt and improved with practice. A
skill enables effective occupational performance. Someone could have the ability,
developed through practice, but it would not count as a skill unless he could use it
to perform effectively.
DEFINATION:

SKILLS are both innate potentials and the transference of these potentials
into effective practice.
Skills are a specific ability or integrated set of abilities which evolve with
practice.

CHARACTERSTICS:

SKILLS are actions.

Are goal oriented
Repeatable
Sequential
Contextual
Abstractness

SIGNIFICANCE OF SKILLS:

Helps a person to manage properly.

Can resolve employee disputes.
Helps to make correct decisions.
Problem solving.
Can develop alternative courses of action.
Optimization of goals.
Can perform supervisory functions.
Interpersonal skills.
Improves communication skills.
Improves communication skills.
Helps to maintain credibility among peers.

TYPES OF SKILLS:
1. SUPERVISORY SKILLS
2. DECISIONMAKING SKILLS
3. MANAGERIAL SKILLS
a. CONCEPTUAL SKILLS
b. HUMAN SKILLS
c. TECHNICAL SKILLS

APTITUDE TESTS:
Aptitude test measures an individuals ability to learn a given job, when given
adequate training. They do not test the knowledge or proficiency possessed by an
individual instead they test the ability to learn or gain the required proficiency.
Mechanical, clerical, linguistic, musical and academic abilities are some of the
example of job related aptitude.
Aptitude is the natural or the inborn ability to learn, it concerns the cognitive
abilities that underlie successful learning. The aptitude is the combination of various
abilities. It has been suggested that the people differ in the extent to which they
possess a natural ability for learning a subject.
An aptitude is a condition or a set of characteristics indicative of an individuals
ability to acquire some specific knowledge, skill or set of responses such as ability to
speak a language, to become a musician etc,.
Aptitude test refers to tests designed to assess the level of development attained by
an individual on relatively homogenous and clearly defined segments of ability such
as visualization, numerical aptitude. It measures the effects of learning under the
relatively uncontrolled and unknown conditions of daily living.
An aptitude test is designed to discover what potentiality a given person has for
learning some particular skills.
TYPES OF APTITUDE TESTS:
1.
2.
3.
4.

INTELLIGENCE TEST
MECHANICAL TEST
PSYCHOMOTOR TEST
CLERICAL-APTITUDE TEST

INTELLIGENCE TEST: These tests measures capacity for comprehension,

reasoning, word fluency, verbal comprehension, memory and space. These tests
also include comprehension, vocabulary, and picture arrangement.
MECHANICAL TEST: it refers to the characteristics that tend to make for success in
work with machines and equipments. Attempts have been made to precisely
determine the abilities measured by mechanical ability test.
As with mental ability tests these abilities vary from test to test, but in general the
main factors are spatial visualization, perceptual speed and accuracy and
mechanical information. These tests can also be thought of measuring general or
specific abilities.

PSYCHOMOTOR TEST: these tests measure abilities like manual dexterity motor
ability and eye hand co-ordination of the candidates. These tests are useful to select
semi-skilled workers and workers for repetitive operations like packing, watch
assembly.
CLERICAL-APTITUDE TEST: clerical jobs have been thought of as any job that
required extensive checking or copying of words and numbers and the movement
and placement of objects such as office equipments, files etc. therefore the clerical
ability test had predominantly measured perceptual speed and accuracy is
processing verbal and numerical data.
ADVANTAGES /SIGNIFICANCE OF APTITUDE TESTS:

Predicts future success.

Helps in proper choice of careers.
Develops social traits.
Supplementary to psychological tests.

SKILL TESTS:
Skill tests are the tests used where candidates need to possess a particular skill in
order to perform the job.
TYPES OF SKILL TESTS:
BASIC SKILL TESTS: these tests are done most commonly to measure typing and
computer abilities.
SOFT SKILL TEST: this is developed to measure softer skill of the job. It
determines whether the individual uses polite, positive language is responding to
requests.

TESTS:
Tests are called as psychological tests they are important devices used in the
selection of the candidates. A test is designed to measure such skills and
abilities in a worker which are found by job analysis to be essential for
successful job performance.
A test is an instrument designed to measure selected psychological factors.
The basic assumption underlying the use of tests in personnel selection is

that individuals are different in their job related abilities and skills and that
these skills can be adequately and accurately measured for comparison.
It is a systematic procedure for comparing the behavior of two or more
persons.

TYPES OF TESTING:

ABILITY TEST
o CLERICAL APTITUDE TEST
o MECHANICAL APTITUDE TEST
o MENTAL ABILITY TEST
o PHYSICAL ABILITY TEST
ACHIEVEMENT TEST
o JOB KNOWLEDGE TEST
o WORK SAMPLE TEST
SITUATIONAL TEST
o GROUP DISCUSSION
o IN BASKET
INTEREST TEST
PROFICIENCY TEST
PERSONALITY TEST
o OBJECTIVE TEST
o PROJECTIVE TEST

ABILITY TEST: these tests measures whether an individual has capacity to learn a
given job, if given a adequate training. Aptitude test can be divided as follows:
CLERICAL APTITUDE TEST: these test measures specific capacity involved in office
work. Items of tests include spelling, computation, comprehension etc,.
MECHANICAL ABILITY TEST: these test measure the capacity of spatial visualization,
perceptual speed and knowledge of mechanical matter.
MENTAL INTELLIGENCE TEST: these tests measure the capacity for comprehension,
reasoning, word fluencies, numbers, memory and space.
PHYSICAL ABILITY TEST: it is designed to test a persons physical strength, coordination and ability by performing basic physical tasks.

ACHIEVEMENTS TEST: these tests are conducted when applications claim to

know something, as these tests are concerned with what one has accomplished.
These tests are most useful to measure the value of specific achievement. These
tests include:

JOB KNOWLEDGE TEST: Under this test a candidate is tested in the knowledge of a
particular test.
WORK SAMPLE TEST: under this test a portion of actual work is given to the
candidates as a test and candidates are asked to do it.

SITUATIONAL TEST: this test evaluates a candidate in a similar real life situation.
In this test the candidate is asked either to cope with the situation or solve critical
situation of the job.
GROUP DISCUSSION: the test is administered through group discussion approach to
solve a problem under which candidates are observed in the areas of initiating,
leading, communicating skills, Co-coordinating.
IN BASKET: the candidate in their tests is supplied with actual letters, telephone and
telegraphic message, reports by various officers of the organization. The candidate
is asked to take decisions on various items based on the basket information.

INTEREST TEST: the purpose of this test is to find out the candidates interest
level in the job area. These tests are inventories of the likes and dislikes of the
candidates in relation to work, occupation, hobbies and recreational activities.

PROFICIENCY TEST: It is design to measure the level of knowledge, proficiency,

skills already acquired by an individual in a particular job or occupation.

PERSONALITY TEST: These tests are deeply to discover clues to an individual

value system, his emotional reactions and maturity level.
OBJECTIVE TEST: most personality tests are objective tests as they are suitable for
group testing and can be scored objectively.
PROJECTIVE TEST: candidates are asked to project their own interpretation of certain
standard stimulus situations based on pictures, figures under these tests.

TESTING CONDITIONS:

Strict conditions to be made.

All candidates should face test administrator.
Provide required material to the candidates.
Explain the purpose of the test.
Setting the instructions and follow the same.
Instructions should be written in booklet.
Candidates should be given an opportunity to ask questions.
Time limit has to be set.

TESTING PROCESS:
1.
2.
3.
4.
5.

SETTING OBJECTIVE
DETERMINE THE NEED FOR TESTING
SELECTION OF TESTING METHODS
ADMINISTRATION OF TESTS
EVALUATION OF TEST.

EVALUATING THE TEST SCORES: there are two types of test scores:

RAW SCORES: it is a score without any sort of adjustment or transformation,

such as the simple number of questions answered correctly.
SCALED SCORES: it is the results of some transformation applied to the raw
scores.

ADVANTAGES AND DISADVANTAGES OF THE TESTS:

Objectivity
Prediction
Interview synergy
Employee development
Return on investment

DISADVANTAGES:

Unsuitability for smaller groups

Cannot always predict work performance.
Lack of flexibility
Criticized for discrimination.

SHORTLISTING:
It involves assessing each application against the essential and desirable criteria set
out in the person specification. The key aim is to shortlist should be to draw up a
manageable list of candidates for interview for a specific post, all of whom could
potentially do the job in terms of qualification and experienced outlined in their job
application form. The short listing process is highly subjective one. Various factors in
this process are:

Potential suitability
Attributes sought for the position

PRINCIPLES OF SHORT LISTING:

Be objective
Equality and diversity
Fairness
Recruitment experience

SHORT LISTING RATIO: short listing work is to be done by the human resource
department. The number of graduate traineeships has stayed static; the number of
graduates has increased by around 25% so the current ratio of applications to
vacancies has increased in some cases, to over 200:1.
SHORT LISTING CRITERIA: short listing should take place as soon as possible after
the closing date of the applications. All members of the panel should be given
copies of job description and the person specification as well as the application
forms or CVs. Some or all the members of the panel may have been involved in
drawing these up as part of the recruitment process.
Short listing should be on the basis of the criteria from the person specification only,
applicants who on the basis of the information gives in their application form or CV
meet all the criteria should be short listed for the interviews.

BENCHMARK APPROACH: it refers to a point of reference or standard by

which something can be measured or judged. It is the indicator of what can
and being is achieved. According to benchmark approach person
specification is used as a benchmark against which a recruiter assesses all
other candidates Benchmark against which each applicant is measured. Keep
panel focused on type of employee it should select. Each applicant is rated
on how well or closely they meet each of the criteria and then ranked against
the other applicants.

DESCENDING ORDER APPROACH: the application forms should be short

listed in a descending order that is candidates should be arranged from best
to worst. In other words candidates can be ranked in such a way that those
who meet the maximum requirements of the organization are ranked
topmost and those who meet the least requirements are ranked last.

INTERVIEWING:
An interview is a two way communication with a predetermined purpose. An
interview is a selection technique which enables the employer to view the total
individual and directly appraise him and his behavior. It is an attempt to secure
maximum amount of information from the candidates concerning his suitability for
the job under consideration.
An interview is a conversation between two people. It is a conversation, yet but
directed to a purpose other than personal, social satisfaction.
An interview is a purposeful exchange of ideas, the answering of questions and
communication between two or more persons.
FEATURES OF INTERVIEW:

Two-way interaction process

Planned process
Conversation
Social process
Purposefully designed process

OBJECTIVES OF INTERVIEW:

To gather information about candidate

Judgment of applicant
To develop mutual understanding
To promote good will
To build confidence

SIGNIFICANCE OF THE INTERVIEW:

Provides information
Builds relationship
Increase company good will
Helps to select right person
Develops confidence

Develop mutual understanding

Solves problem.

INTERVIEWERS AND THEIR PREPAREDNESS:

For an interview to be successful an effective planning is essential and the
interviewer is the person who conducts the interview. If the interviewer makes
thorough preparation, the reward will be well structured, enjoyable, informative
interview for both interviewer and interviewee. The preparations to be done during
and after the interview are as follows:
BEFORE THE INTERVIEW:

AIM- objective of interview

INFORMATION- familiarize in job specification
SETTING- place, time, room, materials etc.
STRUCTURE- preparing list of discussions.

DURING THE INTERVIEW:

Opening of the interview

Building positive relationship
Explaining the purpose of interview
Word about the type of questions to be asked
Sum up the interview

AFTER THE INTERVIEW:

No personal bias
Clear cut standards

INTERVIEW CONTENT:

Job knowledge
Technical attributes
Valid employment tests
Motivational factors
Interpersonal factors
Interview questions
Note taking
Aware of management behavior
Information gathering
Structured and evaluated

FACTORS TO BE ASSESSED IN INTERVIEWING:

Personality and physical features

Emotional maturity
Oral communication
Job knowledge
Person job-fitness
Person- organization fitness
Expectation- offer compatibility
Salary negotiation

PERSONALITY AND PHYSICAL FEATURES:

Physical quality
Mental quality
Spiritual quality
Appearance
Intelligence
Aptitude
Interest level
Facial expression
Physical features
Dedication
Education
Self-confidence

EMOTIONAL MATURITY:
Emotional maturity is an important trait foe a candidate. It includes the following
traits:

Emotional self regulation

Self awareness
Reading and understanding others
Recognizing others
Learning ability
Ability to learn from mistakes
Dynamic
Emotional intelligence

Creativity
Maturity

ORAL COMMUNNICATION:

Communication skills
Judging skills
Gestures
Dressing sense

JOB KNOWLEDGE:
It is also an important factor for the candidate. It includes:

Technical skills
Professional expertise skills
Knowledge skills
Experience
Decision making skills

PERSON- JOB FITNESS:

Interviewer seeks to determine how well the person fits or matches with the job:

Cognitive ability
Interest level
Job satisfaction
Psychological test
More productivity

PERSON- ORGANIZATION FITNESS:

It is a stage that focus on person- job fit is organization, it includes:

Testing competencies
Commitment
Retention
Performance
Honesty
Ethics
Satisfaction

EXPECTATION- OFFER COMPATIBILITY:

Compatible offers are the offer of job which is suitably matched with the candidates
talent, skills, expertise education and areas of interest. Before accepting an offer for
employment takes the time necessary to evaluate the offer. Various elements to be
considered while making decision are as follows:

Company / organization
Management and co- workers
Job
Potential for promotion
Compensation
Organizational cultures
Community

SALARY NEGOTIATION:
One of the most important factors is salary which is being negotiated during the
interview. Some factors that manager need to consider during salary negotiations
are as follows: