Run a profitable clothing store

Chapter 43 Recruitment and management of clothing store personnel (3)
The disadvantage of the knowledge test is that the test questions may be unscientific, the memory ability is overemphasized, there is no uniform standard for marking, and there is no comparability.For example, if the test questions of the knowledge test are too difficult or strange, it is meaningless to the applicants. In this way, although some people do better in the test, it does not mean that he has mastered the necessary knowledge, while some people do poorly in the test. It does not mean that his level is relatively low.Some test questions are often obtained by memorizing and reciting. In this way, the recruited employees may have relatively strong memory ability, but poor thinking ability and practical operation ability. In the end, there may be unavoidable deviations in reading due to the lack of uniform standards. This affects the accuracy of the results.Of course, it may also affect the accuracy of the results due to the low quality of the marking personnel.

3.Operation of the knowledge test
(1) Design the test paper.The quality of a knowledge test is directly determined by the design of the test paper.Therefore, each chief examiner must pay full attention to the design of the test paper of the knowledge test.When designing the test paper, the following principles should be paid attention to:
In line with the principle of the goal.What is the goal of the knowledge test? When designing the test paper, it must be implemented from the beginning to the end, that is to say, each test paper must meet the goal from the beginning to the end, and not deviate from the goal, so as to get the desired effect.

①Comprehensive examination principle.For example, on one test paper, there can be both basic knowledge content, professional knowledge content, and related knowledge content.In this way, time can be saved, and the level of all aspects of an applicant can be fully understood in a short period of time.

② Use the principle flexibly.The knowledge test in employee recruitment is different from the knowledge test in schools. Therefore, in the knowledge test, do not overemphasize memorization and memorization, but mainly examine whether the applicant can use it flexibly.When designing the test paper, try to use cases and discussions as much as possible.

(2) Arrange the examination room.The classroom for the test must be determined in advance, each applicant has a table, or there is more than one room apart, and smoking is prohibited in the test room.

(3) Determine the invigilator.When conducting the examination, different numbers of invigilators can be assigned according to the scale of the examination, but there should be at least two or more invigilators.At the same time, the invigilator must have considerable invigilation experience and be able to deal with special situations at any time.The invigilator should strictly enforce the discipline of the examination room, so that the knowledge examination can be carried out smoothly and reflect the principle of fairness.

(4) Clarify the marking requirements: there must be standard answers.It is necessary to prevent the phenomenon of loosening first and then tightening or first tightening and then loosening.If there are several recruiters reading the papers, each recruiter can only read one or a few questions, so that the mastery standard is more accurate.

Psychological Tests in Recruitment
Psychological testing is an important aspect of recruitment testing. By testing the job performance of applicants in a specific field in the future, it can help store companies choose personnel who are particularly suitable for the job position.Psychological test refers to a scientific method to measure the intelligence level and personality differences of candidates through a series of psychological methods.It mainly uses some technical methods and means to make objective requirements on the applicant's intelligence, knowledge, ability, personality characteristics and other aspects.With the cross-combination of modern psychology, social organization management and testing techniques and methods, and a large number of applications in personnel recruitment, there are more and more types of modern testing methods, which can be divided in terms of content and form.

1. Principles of psychological testing
(1) Privacy protection principle.Psychological tests involve personal privacy in aspects such as personal intelligence and ability.Strictly speaking, these contents can only be known to the applicant and the people he is willing to let know.Therefore, it should be kept strictly confidential.

(2) The principle of adequate preparation.The content, implementation and scoring of psychological tests, as well as the interpretation of test results, should have a strict sequence.Generally speaking, the staff who conduct the test must receive strict training in psychological testing.

2. Types of Psychological Tests
(1) Divided by content.Psychological tests are divided into three main types: intelligence test, personality test and ability test:

①Intelligence test.The so-called intelligence refers to the ability of human beings to learn and adapt to the environment.Intelligence includes observation ability, memory ability, imagination ability, thinking ability and so on.The level of intelligence directly affects whether a person is successful in society.

智力的高低以智商（简称IQ）来表示，正常人的IQ在90～109之间；110～119是中上水平；120～139是优秀水平；140以上是非常优秀水平；而80～89是中下水平；70～79是临界状态水平；69以下则属于智力缺陷。

Generally speaking, there is a positive correlation between IQ and people's learning ability, but this is not absolutely the case, because IQ also includes social adaptability. Some people have strong learning ability, but their social adaptability is not strong.Using intelligence tests in corporate recruitment can help you understand a person's basic level, but it doesn't mean that people with high intelligence are suitable for all jobs.For ordinary employees in clothing stores, too high an IQ is not necessarily beneficial to their work; if a manager's IQ is too high, such as over 140, sometimes they are not suitable for management work.In a group, all people have high IQs, and conflicts tend to arise easily.Therefore, the use of intelligence tests in employee recruitment can enable people with high IQs to take on more important and difficult jobs, while employees with lower IQs can take on ordinary jobs.However, we need to consider his personality while examining the candidate's IQ.

②Personality test.Everyone has their own personality, and the quality of personality is the basis for whether a person can display his talents and complete his work effectively.Flaws in personality will greatly reduce the talents and abilities it possesses.It goes without saying that a motivated, mentally healthy member is far more valuable to an organization than an emotionally unstable, undermotivated member.Personality is closely related to each person's emotions and determines how emotions are reflected in behavior. It is a distinctive feature unique to a person as an individual.

③ Ability test.It includes tests of general intelligence and tests of special abilities.

General intelligence test: General intelligence test is mainly completed through a series of specific tests on a person's language ability, writing ability, numerical calculation ability, graphic recognition ability, spatial imagination ability, observation ability, memory ability, etc.

Special ability test: special ability, also known as special mental ability, including inductive and deductive reasoning, language comprehension, memory and numerical calculation ability, etc.The purpose of this test is to detect the applicant's aptitude for a specific job, so it is often called an aptitude test.The selection of this type of test should be based on specific job requirements, and it should not be used if it is not necessary.

(2) Divided by form.According to the different forms in the specific operation process, the psychological test can be divided into four methods: paper and pen test, projective test, experimental test and instrument test.

①Paper and pen test.The pen-and-paper test is a common written test, which requires candidates to write answers on paper according to the content of the project, so as to understand a way of candidates' psychological activities.In the written test, the forms of test questions mainly include multiple-choice questions, fill-in-the-blank questions, short-answer questions, answer questions, and short essays. Each form of written test has its advantages and disadvantages.

The pen-and-paper test plays a considerable role in employee recruitment, especially in large-scale employee recruitment. It can quickly understand the basic situation of the applicants, so as to quickly distinguish a boundary that basically meets the needs.

② Projection test.The projection test is a test method that uses a certain medium to allow candidates to build their own imaginary world without restricting and restricting it, so as to reveal their personality characteristics.The medium in the test can be some unplanned lines; it can also be some meaningless pictures; it can also be some sentences with only a beginning but no end; it can also be the beginning of a story, and let the applicant make up the end of the story.For the general recruitment of clothing stores, its application limitations are relatively large, and it is only considered to be used in the recruitment of high-level managers.

③Experimental test.Experimental testing is a method of purposefully and strictly controlling, or creating certain conditions first to cause a certain psychological activity of the individual, and then measuring it.The test can be divided into two types: one is called laboratory test, and the other is called scenario test.Its advantage is that it is more objective and purposeful. If you want to know what kind of psychological activity you can design for this kind of activity, but the disadvantage is that the design is difficult and the cost is high.

④ Instrument testing.Refers to a method of testing candidates with scientific instruments to understand their psychological activities.For example, electroencephalographs, skin measuring instruments, movement stability instruments, lie detectors, etc., are all psychological testing instruments.Combining instrument testing with various other tests can make the test more scientific, accurate and rapid, but computers and corresponding evaluation software are indispensable in the test process.

3. Technical indicators in psychological tests

A good psychological test should be credible, valid and comparable, which involves a series of technical indicators in the psychological test.

(1) Validity indicators.During the testing process, the test can be called an effective test only if it can correctly predict the applicant's future work performance, that is, the test result is closely related to the future work performance evaluation score.The correlation coefficient between the test results and the subsequent job performance evaluation is called the validity coefficient. The larger the value, the more effective the test is.

① Types of validity.According to different emphases on the problem, validity can be divided into two categories, namely content validity and criterion validity.

content validity.Content validity generally refers to how well a test reflects the job content.For example, to test a subject's sales ability, the test item must be related to sales knowledge and sales ability. If the test item is chemical knowledge that has nothing to do with sales, we say that the test is effective. The degree is not high.Generally, the content validity of a test method should be determined by inviting relevant experts to conduct a comprehensive assessment of the relevant items of measurement.

criterion validity.Criterion validity is a type of validity that demonstrates that a test is valid by correlating test scores with job performance.The use of psychological tests is often to predict the future behavior of candidates.If in recruitment, a certain applicant shows that his management ability is very high when he passes a certain psychological test, but it is found that his management ability is not high in practice in the future, so we say that the validity of the psychological test is not good. high.Criterion validity is to prove that those candidates who perform well on the test will also perform well on the job; those who do not perform well on the test will also perform poorly on the job.

②Factors affecting validity.There are many factors that affect validity, but there are two main ones:
The length of the test.If there are many items tested and the scores obtained are relatively large, the correlation coefficient may increase.

Candidate selection.If the candidate's choices are not typical of the group, the test's resulting validity may also be inaccurate.

(2) Reliability indicators.Because people's personality, interests, skills, abilities and other qualities are relatively stable within a certain period of time.When candidates take the same test or related tests multiple times, the scores should be the same or similar.If you pass a certain test and do not get relatively stable and consistent results, it means that the reliability of the test itself is not high.The so-called reliability, also known as stability or reliability, refers to the consistency of several measurement results of a person in the same psychological test.

The reliability of the test is divided into three categories, namely test-retest reliability, peer reliability and split-half reliability.

① Test-retest reliability.The test-retest reliability is the degree of correlation between the two test results when a group of candidates are given the same test repeatedly after a period of time.Under normal circumstances, this method is more effective, but it is not suitable for tests that are greatly affected by proficiency, because after the first test, the testee will have a higher score because of memorizing certain things when taking the second test .

②Peer-to-peer reliability.Peer-to-peer reliability means that candidates are tested twice in succession, such as using A personality test scale and B personality test scale, and then analyze the correlation between the two test results, and determine the test value. Reliability.This method reduces the impact of the previous test on the latter test in the test-retest reliability, but it cannot fundamentally eliminate the interaction between the two tests that still exists to a certain extent.

③ split-half reliability.The same test is divided into two parts to test the same group of candidates, and the degree of correlation between the results of the two parts is the split-half reliability.This method not only saves time, but also avoids the mutual influence between the two tests before and after.

The accuracy of reliability is closely related to various errors, especially random errors.For example, the physical and mental health of the testee, the motivation and attitude of taking the test, the professional level of the examiner, the humidity of the air, the environment of the test site, the difference in the instruction language, whether the meaning of the question is clear or not, the number of items, etc. affect the reliability of the test.Therefore, in order for the reliability of psychological tests to be meaningful, various subjective variables that may affect the test results must be strictly controlled.

4. Measures to ensure the effectiveness of psychometric testing

For testing to be effective, this must ensure that test scores are linked to job performance in a predictable manner.In other words, the validity of the test must be ensured before it is used. To ensure that test scores are good predictors of metrics such as job performance, the process of making the test valid requires the knowledge of professional psychologists and the coordination of human resources departments.The role of the store manager is to be able to clearly describe the job and its requirements.In this way, professional psychologists are very clear about the work, the requirements of people, and the performance standards of the work.Ensuring that the testing process is effective can be followed in the following five steps.

(1) Conduct job analysis, write job description and job statement.Here, the personal qualities and skills necessary to be competent for the job are specified in detail.For example, do candidates have to be aggressive?Need shorthand?Must the candidate be able to organize small, trivial elements?These requirements are the predictors of the test.They are individual qualities and skills that are believed to predict personality job performance.In addition, in this step, it is also necessary to determine what is the standard for the successful execution of the work. The successful standard is called the criterion.Performance standards can be production-related performance standards, such as quantity, quality, etc.; they can also be personnel data, such as absence, service period, etc.For cash register jobs in stores, predictors might include manual dexterity and patience.

(2) Perform test selection.These predictors are important characteristics for job performance.Test panels are usually selected from several test methods based on experience, previous research, and "best guesses."The aim is to measure a number of possible predictors, such as aggressiveness, extraversion, and numerical competence, among others.

(3) Test candidates with selected test methods.There are two options for validating the test: one is concurrent validation, where the test is performed on currently employed employees, and the other is predictive validation, which makes the test valid.This method is mainly implemented for candidates who have not yet been hired.These candidates are then hired using only existing selection techniques, rather than based on the measured results of new tests developed.

(4) Link test scores and criteria.Determine whether there is a significant relationship between test scores (predictors) and performance (criteria).We typically use correlation analysis to determine the statistical relationship between test scores and job performance.

(5) Carry out cross-validation and re-validation.Before the test is officially put into use, we need to conduct verification tests through the cross-validation method of performing steps [-] and [-] on candidates; at the same time, experts also need to periodically re-validate the test.

5. Evaluation of psychological tests

It is believed that certain traits possessed by different individuals, such as emotional stability, intelligence, initiative, flexibility, etc., have significant differences in degree, which is the theoretical basis why psychological tests can be used in ability testing and assessment.At the same time, there is a significant and direct relationship between whether one has one or more qualities, the ability to carry out a specific activity, and the possible results.

The following two conditions in the test process are essential to the results of the psychological test and have practical effects on the candidates.First, the testing method should distinguish different applicants; second, the clothing store should design independent personnel personality standards or models for each position in advance, and the test results only need to be "checked in".However, in the selection of employees, it is not appropriate to absolutize the scores of psychological tests.

Scenario Simulation Tests in Recruitment
Scenario simulation tests are also called behavioral tests, field tests, and situational tests.It is to compile a set of test items that are similar to the actual situation of the position around the job that the applicant may be engaged in after being hired, arrange the applicant in a simulated and realistic working environment, and require the applicant to deal with various problems that may arise. A series of methods to test its psychological quality and potential ability.Under normal circumstances, this kind of test has a time limit, and the applicant must prioritize the work, and then complete as much and good work as possible within the specified time.There are three main methods of scenario simulation testing:
1. Document processing
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