Description List and discuss three types of employee testing and the types of i …

Description List and discuss three types of employee testing and the types of interviews available to organizations today. Discuss any experiences you have had with these types of employee testing and interviews. Identify which type of interview is more beneficial when interviewing applicants and justify your selection. After reading a few of your classmates’ posts, reply to those from whom you learned something new or posts to which you have something constructive to add. For example: Discuss what you learned. Ask probing questions or seek clarification. Explain why you agree or disagree with your classmate’s main points, assertions, assumptions, or conclusions. Suggest research strategies or specific resources on the topic. List and discuss three types of employee testing and the types of interviews available to organizations today. Discuss any experiences you have had with these types of employee testing and interviews. Identify which type of interview is more beneficial when interviewing applicants and justify your selection. After reading a few of your classmates’ posts, reply to those from whom you learned something new or posts to which you have something constructive to add. For example: Discuss what you learned. Ask probing questions or seek clarification. Explain why you agree or disagree with your classmate’s main points, assertions, assumptions, or conclusions. Suggest research strategies or specific resources on the topic. Reply Quote Elvira Ross  RE: Week 7 Discussion The most common types of testing are an IQ test that measure an employee general ability, math skills that show how well the employee are able to perform mathematical functions on the job, and physical ability that measure strength, endurance, and muscular movement. Aptitude tests measure an applicant’s ability to learn a new skill. The types of interviews that are available to companies are behavioral, stress, and competency based.                                   * I’ve had experience with aptitude testing and math skill which I performed well on both. My present company does behavioral interviews which uses the STAR                                      method.  I’ve also had experience with competency based interviews which one has to listen carefully to give the correct answer asked during the process.                                   * I feel that behavioral interviews are more beneficial when intervieweing applicants because the interviewer can get a more indepth insight on the applicant by                                       their answers that are given to their line of questioning. The good thing is that you aren’t able to trick the Interviewer because you don’t give yes or no answers, y                                      you must must elaborate on their answers to the format of the questions.