In-basket Testing



In-basket Testing

What is it?

In-basket testing is a way for us to tangibly measure a candidate’s competencies to see if there is a match to the skills required to do the job. In-basket exercises are specific to each job and are developed using materials or samples of work that form a regular part of the job. In-baskets are timed and measurement standards should be established before having the candidate perform the exercises. In-baskets can be used for any position, from unionized to high level management.

Examples

Position requires specific computer programs

• Have the candidate perform a task or exercise, seek information, or develop or format something within the program

Position requires specialized knowledge

• Develop a questionnaire or exercise that only a person with that specialized knowledge will be able to complete

Position requires incumbent to do presentations

• In advance of the interview, provide the candidate with a presentation topic and outline your expectations of the presentation. Then give 5-10 minutes within the interview for the candidate to give the presentation and the panel to ask questions

Position requires skills in handling difficult situations

• Role-play a situation requiring tact and diplomacy to satisfy a difficult customer/client/student. Interviewer plays the client, candidate plays the employee

Things to remember

• Inform candidates of in-basket testing when you schedule the interview – let them know how long it will be, what the format is, and that it forms part of your hiring decision, along with the interview and the references

• Ask the candidate if they require any special arrangements – try to put them in a private space if possible. Make sure they are familiar with the computer system you use

• Try to limit the time frame to around 30 mins. Do not exceed 45 mins. During that time you can ask the candidate to perform a number of tasks or 1or 2 more in-depth exercises. Stop the candidate at the end of the allotted time even if they haven’t completed the exercises

• Make sure the testing is appropriate for the vacant position (level, skill, ability) “standard for a purpose or goal that is rationally connected to the function being performed”

• Job applicants are entitled to receive feedback and access to their test results

• Standards may not be established that are higher than necessary to accomplish an appropriate goal

• Disability – tests should be given in a way that accommodates the disability even at the expense of changing standardized testing procedures

• If a candidate refuses to do the in-basket testing, let them know that it makes up a portion of your scoring criteria and if they don’t do the testing they will score zero on that portion – they can then decide whether to do the testing or not

Sep-04

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