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Excel for the web is a free lightweight version of Microsoft Excel available as part of Office on the web, which also includes web versions of Microsoft Word and Microsoft PowerPoint. Excel for the web can display most of the features available in the desktop versions of Excel, although it may not be able to insert or edit them.
Employment testing is the practice of administering written, oral, or other tests as a means of determining the suitability or desirability of a job applicant. The premise is that if scores on a test correlate with job performance , then it is economically useful for the employer to select employees based on scores from that test.
It is a type of employment testing that typically accompanies or follows a job application, while preceding a phone interview or formal job interview. [1] Employment screening tests are typically forms or questionnaires composed of test or interview-type questions. The questions may be multiple choice, yes/no, rank-order or open-ended.
A pre-hire assessment (or pre-employment assessment) is a test or questionnaire that candidates complete as part of the job application process. The use of a valid and expert assessment is an effective way to determine which applicants are the most qualified for a specific job based on their strengths and preferences.
For example, in Microsoft Excel one must first select the entire data in the original table and then go to the Insert tab and select "Pivot Table" (or "Pivot Chart"). The user then has the option of either inserting the pivot table into an existing sheet or creating a new sheet to house the pivot table.
The Employment Opportunity Commission (EEOC) guidelines apply to any selection procedure that is used for making employment decisions, not only for hiring, but also for promotion, demotion, transfer, layoff, discharge, or early retirement. Therefore, employment appraisal procedures must be validated like tests or any other selection device.
In this method, the score is reduced by the number of wrong answers divided by the average number of possible answers for all questions in the test, w/(c – 1) where w is the number of wrong responses on the test and c is the average number of possible choices for all questions on the test. [10] All exams scored with the three-parameter model ...
Integrity testing for employment selection became popular during the 1980s. [2] Human Resources personnel found integrity tests were an improvement over polygraph tests. Polygraph tests were no longer able to be used for screening of most future employees in the United States due to the Employee Polygraph Protection Act of 1988 (EPPA). [2]