which of the following tests are usually administered after an applicant is selected
polygraph
drug test
integrity test
graphology
The tests that are usually administered after an applicant is selected are:
1. Drug test: This is done to ensure that the applicant is not using substances that may impair their performance or pose a safety risk.
2. Integrity test: This test assesses the applicant's honesty, trustworthiness, and ethical behavior to determine their suitability for the job.
3. Polygraph: The polygraph test measures physiological indicators such as heart rate, blood pressure, and respiration to detect deception. However, it is important to note that the use of polygraph tests in employment decisions is controversial and restricted in some jurisdictions.
4. Graphology: Graphology, also known as handwriting analysis, examines an individual's handwriting to make inferences about their personality and character traits. However, its use in employment selection is not widely recognized or accepted by professionals in the field.
After an applicant has been selected, the tests that are typically administered include:
1. Drug test: This test is conducted to detect the presence of drugs or alcohol in an applicant's system. It helps ensure a safe and drug-free work environment.
2. Integrity test: An integrity test assesses an applicant's honesty, reliability, and ethical behavior. It may involve scenarios or questions that evaluate an individual's reactions or attitudes towards ethical dilemmas.
3. Polygraph test: While polygraph tests were more common in the past, their use in employment screening has become less prevalent due to their controversial nature. A polygraph measures physiological responses, such as blood pressure and heart rate, to determine if someone is being truthful. However, their reliability and accuracy are a subject of debate and vary by jurisdiction.
4. Graphology: Unlike the other tests mentioned, graphology is not typically administered after an applicant is selected. It involves analyzing an individual's handwriting to make inferences about their personality traits. Graphology is not widely considered a valid or reliable method of assessing job applicants' suitability for a position.
It's important to note that the specific tests administered after an applicant is selected may vary depending on the company's policies, industry regulations, and local laws.
After an applicant is selected for a job position, various tests may be administered to ensure their suitability for the role. Among the options you listed, the tests that are commonly administered are:
1. Drug test: This test aims to detect the presence of drugs or substances in an applicant's system. It is typically conducted to ensure that the selected candidate does not engage in illegal drug use, as certain substances can impair job performance and pose safety risks.
To administer a drug test, the employer may require the applicant to provide a urine, blood, hair, or saliva sample depending on the company's preferences and the testing method used. The sample is then sent to a laboratory for analysis, and results are usually confidential.
2. Integrity test: Integrity tests measure an individual's honesty, ethical behavior, and levels of trustworthiness. These tests are designed to assess an applicant's likelihood of engaging in unethical or fraudulent activities within the workplace.
Integrity tests can vary in format, but they often consist of scenarios, questions, or statements to which the applicant is asked to respond. The responses are then evaluated to determine the individual's propensity for honesty, dependability, and ethical decision-making.
3. Polygraph test: The use of polygraph tests, commonly known as lie detectors, can vary depending on jurisdiction and the nature of the job. However, in several countries, including the United States, polygraph tests are highly regulated, and their use in pre-employment screening is restricted.
Polygraph tests measure physiological responses, such as changes in heart rate, blood pressure, and breathing patterns, to assess an individual's truthfulness. However, it's important to note that the accuracy and reliability of polygraph tests have been subject to debate and controversy.
4. Graphology: Graphology, also known as handwriting analysis, is not typically administered as a standard test during the applicant selection process. It involves examining an individual's handwriting to infer personality traits and characteristics.
Although graphology is sometimes used in forensic investigations and psychological profiling, its use in employee selection is generally considered subjective and lacking in scientific validity. Therefore, it is not commonly used as a mainstream assessment tool in the hiring process.
It's important to note that the specific tests administered after an applicant is selected may vary depending on the job requirements, industry norms, and local regulations. Employers are responsible for ensuring that the tests they use comply with legal and ethical standards.